A new survey has highlighted that neurodiverse professionals prefer employers and colleagues to use inclusive first-person language.
The study, carried out by Exceptional Individuals, a UK-based employment agency for the neurodiverse community, revealed that people with ADHD, dyspraxia and dyslexia favoured ‘person-first’ language by 88.9%, 65.5% and 71% respectively.
Around 75% of survey respondents disliked the use of the term ‘disabled people’, instead noting a preference for ‘person-first’ language, such as ‘people living with a disability’ or ‘people with a disability’. Additionally, 87% of survey respondents with dyslexia oppose the term ‘dyslexics’, in comparison to 71% of respondents preferring to be referred to as ‘people with dyslexia’. Furthermore, respondents indicated a significant preference for ‘dyspraxia’ over ‘developmental coordination disorder’ (DCD), with 92% voting in favour of ‘dyspraxia’.
The study found that people that are neurodivergent prefer the term ‘neurodivergence’ (40%) over ‘condition’ (34%), ‘difference’ (20%), or ‘disorder’ (6%). ‘Disorder’ saw the lowest number of votes. Some respondents said they dislikes the words ‘disorder’ and ‘ condition’, with one sharing that “I use ADHD because people understand what that is. However, I really hate the word disorder.”
INCLUSIVE LANGUAGE A MUST
The Exceptional Individuals Language Consultation Report highlights the need for inclusive language when referring to neurodiverse individuals within the workplace. “The meaning of a word can evolve over time,” according to Matt Boyd, Founder of Exceptional Individuals. “Some good words turn bad. Some bad words turn good.”
He also highlighted the importance of staying vigilant of “what is and isn’t considered acceptable language within our communities.” But change doesn’t happen overnight. “In the long, messy phase between words shifting from appropriate to inappropriate, or vice versa, there is often confusion, mistakes, and maybe even unintended hurt caused. In these moments, there needs to be patience and compassion, alongside consideration for those affected by these words,” explained Boyd.
FEAR OF WORKPLACE DISCRIMINATION
A recent study reported that 65% of neurodivergent employees fear discrimination from management within the workplace, whilst 55% fear discrimination from colleagues. 40% of respondents also claimed that there aren’t enough knowledgeable staff to help. In addition, the report also found that all neurodivergent employees reported low levels of well-being – highlighting the importance of ensuring that all members of staff use inclusive language.
Fintan O’Toole, HR expert and Owner of The HR Dept, also shared his insights into the importance of valuing neurodiversity in the workplace, highlighting that “employers need to embrace the different skills and competences that they have in their workforce and to explore individual development plans for all staff regardless of their apparent abilities. What may at the outset present itself as an obstacle may well be a strength that can be built on for both the employer and the employee.”
PROVIDING SAFER WORKPLACES
O’Toole believes that all staff should be made to feel welcome in the workplace. “Diversity including Neurodiversity can be celebrated and recognition given to the real achievements of the whole team and the individuals in it. Employers have a duty of care and a legal obligation to provide a safe place of work and should consult with all employees and respond to the feedback they receive from that process,” he included.
For more information on how to provide workplace support to individuals with dyslexia, dyspraxia, ADHD and autism, click here.
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