As someone who has been blind since age 5 and served as President and CEO of the American Foundation for the Blind, I've experienced firsthand the importance of disability etiquette in the workplace.

This guide aims to help create more inclusive environments where all employees can thrive, regardless of ability. Disabilities are common in the workplace, encompassing both visible and invisible conditions.

By following proper etiquette, we can foster a culture of respect, support, and equal opportunity for all.

1. Focus On The Person, Not The Disability

• Avoid assumptions about abilities or limitations.
• Get to know individuals and their unique strengths.
• When hiring, focus on essential job functions and qualifications.

2. Use Respectful Language

• Address the person directly, not their companion or interpreter.
• Speak clearly at a normal pace.
• Ask for clarification if you don't understand, but don't interrupt or finish sentences.

3. Ask Before Offering Help

• Don't assume help is needed based on a visible disability.
• Offer assistance politely and respect the person's response.
• Ask how you can help rather than assuming you know best.

4. Respect Personal Space And Assistive Devices

• Treat mobility devices and service animals as extensions of the person.
• Ask permission before touching or moving someone's assistive device.
• Maintain appropriate physical boundaries.

5. Communicate Effectively

• Use person-first language (e.g., “person with a disability”; not “disabled person”).
• Respect individual preferences for identity-first language when applicable.
• Avoid negative or victimizing terms (e.g., “suffers from”; or “afflicted with”).

VISUAL IMPAIRMENTS

• Identify yourself when entering a room or starting a conversation.
• Offer your elbow as a guide rather than taking their arm.
• Describe visual information in meetings or presentations.
• Keep walkways clear of obstacles.
• Don't pet or distract service animals.
• Ask before moving items on their desk or workspace.

HEARING IMPAIRMENTS

• Get the person's attention before speaking (e.g., a gentle tap on the shoulder).
• Face the person directly and maintain eye contact.
• Speak clearly and at a normal pace.
• Use visual cues and gestures when appropriate.
• In group settings, ensure only one person speaks at a time.
• Provide written materials for complex information.
• Use certified sign language interpreters when necessary.

COGNITIVE DISABILITIES

• Provide clear, concise instructions and expectations.
• Be patient and allow extra time for processing information.
• Use concrete language and avoid abstract concepts when possible.
• Offer to write down important information or instructions.
• Create a structured, predictable work environment.
• Be open to alternative communication methods (e.g., written vs. verbal).

HIDDEN DISABILITIES

• Remember that not all disabilities are visible.
• Respect an individual's privacy regarding their medical information.
• Be flexible and understanding of varying needs and accommodations.
• Avoid making judgments about a person's abilities based on appearance.

WORKPLACE ACCOMODATIONS

• Understanding reasonable accommodations:
  • Familiarize yourself with the legal requirements under the Americans with Disabilities Act (ADA).
  • Recognize that accommodations are often simple and low-cost.
  • Focus on enabling the employee to perform essential job functions.

DISCUSSING ACCOMMODATIONS WITH EMPLOYEES

• Create an open, supportive environment for discussing needs.
• Listen actively to the employee's suggestions.
• Work collaboratively to find effective solutions.
• Regularly review and adjust accommodations as needed.

ACTIVE LISTENING TECHNIQUES

• Give your full attention to the speaker.
• Use nonverbal cues to show engagement (e.g., nodding, maintaining eye contact).
• Paraphrase to ensure understanding.
• Ask open-ended questions for clarification.
• Clear and concise communication:
  • Use plain language and avoid jargon.
  • Break complex information into smaller, manageable parts.
  • Provide information in multiple formats (e.g., verbal, written, visual).
  • Be patient and willing to repeat or rephrase as needed.

ACCESSIBILITY CONSIDERATIONS FOR MEETINGS AND EVENTS

• Choose accessible venues with ramps, elevators, and accessible restrooms.
• Provide materials in alternative formats (e.g., large print, Braille, digital).
• Ensure proper lighting and acoustics.
• Offer sign language interpretation or real-time captioning when needed.
• Allow service animals and provide appropriate accommodations.
• Consider dietary restrictions and provide clearly labeled food options.

ENSURING DIGITAL CONTENT IS ACCESSIBLE

• Use alternative text for images.
• Provide captions for videos.
• Ensure proper color contrast for readability.
• Design websites and applications to be compatible with screen readers.
• Make documents accessible (e.g., properly formatted headings, readable fonts).
• Provide transcripts for audio content.

BRIEF OVERVIEW OF ADA REQUIREMENTS

• Prohibits discrimination against individuals with disabilities in all areas of public life.
• Requires employers to provide reasonable accommodations.
• Ensures equal opportunity in employment, transportation, public accommodations, and telecommunications.

Creating an inclusive workplace requires ongoing effort and awareness from everyone. By following these guidelines and approaching interactions with empathy and respect, we can build a work environment where all employees feel valued, supported, and empowered to contribute their full potential. Remember, fostering an inclusive environment is an ongoing process. Stay open to learning, be willing to make mistakes, and always approach interactions with empathy and respect. Together, we can build workplaces that truly harness the disability dividend and drive success for all.

• Job Accommodation Network (JAN): jan.org
• EARN (Employer Assistance and Resource Network on Disability Inclusion): askearn.org
• ADA National Network: adata.org
• Disability Inclusion Stock Photo: disabilityin.org