Inclusive Language: How to Talk About Neurodiversity

As we grow up, we learn the power of language to uplift or hurt others. Through trial, error, and correction, we quickly understand the best ways to talk to and about others. So, why do we struggle with this so much as adults?

We often hear resistance to using "politically correct" language. Yet, as children, we learn that language constantly evolves. For example, we may have come across words in old literature that we now recognize as slurs because, over time, their meaning changed.

I'm sure we all remember being teased in school, called hurtful names, or spoken to with generalizations that left us feeling hurt. We also remember the pain of knowing someone referred to us behind our backs with the same language.

We learned quickly that words matter; they can lift us up or tear us down, and we carry those words into adulthood. For the neurodiverse community, years of hearing phrases, stereotypes, and name-calling create triggering or shaming experiences as adults.

In the workplace, these experiences can impact confidence, cause distraction, and reduce productivity. Negative words can quickly erode trust, affecting retention and innovation.

In this blog, we will explore the importance of mindful language and its influence on how society perceives and treats neurodiverse people, particularly in the workplace.

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Five Key Highlights:

1. Language Evolution: We learned as children that there are right ways to communicate. Similarly, as adults, we need to update our language as it changes to avoid causing harm.

2. Impact of Words: Using negative language can perpetuate stereotypes and impact neurodiverse individuals' confidence, impacting workplace trust and productivity.

3. Importance of Mindful Language: Using mindful language can help change how people view and treat those with different ways of thinking, which promotes respect and inclusion.

4. Neuroinclusive Language Guidelines: While you can reference using person-first or identify-first language when referring to neurodiverse individuals, it's best to ask them how they prefer to be referred to.

5. Avoiding Outdated Terms: It's important to correct language mistakes, especially when corrected, as this leads by example and shows respect and consideration for others.

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The Impact of Language

Language plays a pivotal role in shaping our perceptions and attitudes toward neurodiversity. Communication in the Real World states,

"We internalize norms and rules that help us function in our own culture."

In 2018, Stanford conducted a study on the impacts of language using the phrases:

• "Girls are as good as boys at math."  

• "Girls and boys are equally good at math" 

They tested five groups with 128 people each. Their findings concluded that "even the slightest differences in language use can correspond with biased beliefs."

Words highlighting strengths and abilities instead of weaknesses can shift the focus from limitations to unique contributions, benefiting neurodiverse communities.

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Neurodiverse Key Terms

At Collectively Neurodiverse, we define neurodiversity as an umbrella term for cognitive diversity, reflecting various perspectives, experiences, and thinking styles. It encompasses and defines all differences in brain types. You can read more in detail about what it is here. 

However, this term is often used interchangeably to reference neurodivergence, which covers a wide range of neurological differences, including autism, ADHD, dyslexia, and more.

While we have already defined what neurodiversity means, let's establish some other terms you need to know. You can also find these here by downloading our free guide:  

• Neurotypical - Describes individuals whose brains develop and function in a commonly observed way.

• Neuroinclusive - Creating environments that embrace and accommodate diverse brain functions, fostering equitable participation and contribution from all individuals. 

Talking about these differences respectfully helps people understand and accept diverse ways of thinking and interacting, leading to better support systems, policies, and practices for people with neurological differences.

Equally important is using language that respects the experiences of neurodiverse individuals by actively listening and learning from the community about their preferred language. This fosters a more accurate and compassionate understanding of neurodiversity.

Ultimately, this inclusivity benefits everyone by building trust that we speak respectfully about all differences and value everyone's unique attributes.

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Neuroinclusive Language Guidelines

Above, we discussed the significance of language in shaping how we perceive others. Now, let's dive into what will equip you to be more mindful and aware in your daily interactions.

When discussing differences, there are two main approaches in the neurodiverse and disability communities. 

• Person-First Language: This approach prioritizes the person before the condition. It emphasizes referring to individuals as people first, with their condition being just one aspect of their lives.

  • Example: a person with ADHD

    
    

• Identify-First Language: This approach places the condition first, emphasizing that a person's condition is integral to their identity. It is more commonly used to refer to a community.

  • Example: Neurodiverse community, Autistic person

In most cases, describing individuals with a person-first approach is best.

However, some groups, such as many in the autistic community, prefer identity-first language as it recognizes their autism as an essential quality of who they are.

Regardless, asking how people prefer to be referred to is a mark of respect and consideration, as some individuals have strong feelings about this.

This act of asking also shows respect for their autonomy and identity.

Outdated and Alternative Terms

To recap above, what was commonly used in the past may be considered offensive today. The historical context and trauma of words or phrases play a significant impact on what is considered demeaning or stigmatizing today.

Below are some other examples of words or phrases that are outdated, offensive, or both today:

Outdated, Offensive Terms: Asperger's Syndrome

What We Say Instead: Autism Spectrum or ASD

Why: This change reflects that Asperger's is no longer a separate diagnosis or different from autism. It also distances the term from Hans Asperger, who was involved in Nazi brutalities.

Outdated, Offensive Terms: High/Low Functioning

What We Say Instead: High/Low Support Needs

Why: The first set of terms labels people based on what others think autistic individuals can or cannot do. The second set acknowledges individual strengths and different needs.

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How to Avoid Making Mistakes

At the end of the day, we all make mistakes. We are human.

Yet, how we handle language mistakes reveals our true character, and changing our language going forward reflects our integrity.

So, what happens if I make a mistake in a conversation at work?

Simply:

1. Acknowledge the mistake

2. Correct the mistake

By doing this, you are leading others by example in the best ways to reference neurodiverse individuals respectfully. 

Cool, but what happens if a coworker or employee corrects me?

Simply:

1. Thank them for the correction

2. Apologize sincerely

3. Correct the mistake

It’s that simple. Thanking them and apologizing reflects that you heard them. Correcting the mistake exemplifies your humility and eagerness to kindly reference neurodiverse individuals.

You may need to follow these steps a couple of times until the new habit of word choice is formed. That’s okay. The most important part of the process is trying and implementing the change. It leaves the most positive impact on those around you.

As a reminder, if you aren’t sure, it’s always safe and appropriate to ask.  

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To wrap up, being mindful of our words is crucial, as they can significantly influence how society perceives and treats people.

In the workplace, it can impact how people trust their leadership, collaborate with their teams, and overall employee satisfaction.

Providing training sessions on inclusive language and neurodiversity is an easy way to equip employees with the knowledge they need to communicate effectively and respectfully. These sessions can also help identify unconscious biases and address them proactively, fostering a more inclusive workplace culture.

Additionally, leaders who model inclusive language and behavior set the tone for the rest of the organization. They create a trickle-down effect, encouraging all employees to follow suit.

Be sure to follow these best practices, and you’ll be on the right path:

• Be Specific: Use specific terms related to the condition rather than vague or general descriptors.

• Be Respectful: Avoid language that implies judgment, pity, or belittling.

• Stay Informed: Keeping up to date with evolving terminology and best practices.

• Listen: Prioritizing the preferences of neurodivergent individuals.

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To learn more about how we can support your workplace to be more neuroinclusive, contact us at Collectively Neurodiverse to embark on your neurodiversity journey.

We offer tailored training, leadership coaching, and organizational consultation to support neurodiverse employees and foster a culture where all minds can thrive.

Book your Discovery Call Today!