If you’ve ever hesitated before saying the word “disability” in a meeting, you’re not alone.
A lot of people, especially in business, want to talk about accessibility and inclusion, but they’re afraid of saying the wrong thing. So, they stay vague. Use awkward euphemisms. Or worse, they say nothing at all.
But silence doesn’t create inclusion. It creates distance.
And here’s the truth: You will make mistakes. We all do. Language evolves. So do perspectives. The goal isn’t perfection, it’s connection. It’s about being thoughtful, listening when someone corrects you, and always choosing respect over fear.
So, how do we actually talk about accessibility in a way that feels human, respectful, and real?
Start with people, not problems
First things first: people with disabilities are people.
They’re not “suffering from,” “confined to,” or “victims of” their disability. These kinds of phrases make the disability sound like a tragedy and reduce the person to a problem that needs fixing.
Try this instead: talk about people with disabilities, not people defined by them.
Use language that focuses on the person, not the diagnosis. You don’t need to over-explain or use complicated terms. Just be respectful and clear.
Better:
- “A person who uses a wheelchair”
- “An employee with a visual disability”
- “Customers with disabilities”
It’s about dignity. And it’s about seeing the whole person—not just one part of their experience.
Know the difference: person-first vs. identity-first
You may have heard the terms person-first language (“person with a disability”) and identity-first language (“disabled person”).
Which one is right?
The answer: It depends.
Some people prefer person-first because it emphasizes their humanity first. Others choose identity-first because they see disability as a core part of who they are, not something separate or shameful.
There’s no one-size-fits-all rule. So, when in doubt, ask the individual or follow the lead of the community you’re referencing.
For example, many autistic people prefer identity-first (“autistic person”), while the general disability community often uses person-first.
It’s not about being politically correct; it’s about being personally respectful.
Ditch the euphemisms
We get it. You’re trying to be polite. But saying things like “differently-abled,” “handi-capable,” or “special needs” doesn’t help. In fact, it often makes people cringe.
These terms can feel infantilizing, patronizing, or just plain unclear.
Instead, use direct and respectful language:
- Say “disabled people” or “people with disabilities.”
- Say “accessible parking,” not “handicapped parking.”
- Say “accessible washroom,” not “special washroom.”
Being clear and kind will always get you further than being overly cautious.
Avoid inspiration clichés
“She didn’t let her disability stop her.”
“He’s so brave for coming to work every day.”
“They’re an inspiration just for showing up.”
We hear these phrases a lot, and while they may be well-meaning, they can be incredibly condescending.
Disabled people don’t exist to inspire the rest of us. They live, work, play, date, travel, and show up, just like everyone else. Treating everyday life as extraordinary achievement can unintentionally reduce someone’s experience to a motivational soundbite.
Celebrate people for their talents, their accomplishments, their ideas, not just their existence.
Be mindful of your communications everywhere
Talking about accessibility isn’t just about what you say. It’s also about how you say it.
Here are a few quick ways to make your communications more inclusive:
- Use alt text for images.
- Caption your videos, and make sure those captions are accurate.
- Avoid putting important information in images only.
- Use plain language whenever possible.
- Don’t rely on colour alone to convey meaning.
- Check the contrast on your graphics; can everyone read the text?
Inclusive communication isn’t just for when you’re talking about accessibility. It’s how you show that accessibility matters in every interaction.
Be open to feedback and act on it
Here’s a secret: nobody expects you to know everything. What matters is how you respond when someone points something out.
If someone lets you know that your language or approach wasn’t accessible, don’t get defensive. Say thank you. Learn from it. Adjust your message.
Accessibility isn’t a fixed point you reach. It’s an ongoing process of learning, growing, and doing better.
That’s why humility is one of the most powerful tools you can bring to this work.
Let accessibility be a conversation, not a checkbox
If your organization only talks about accessibility once a year or only when a customer complains, you’re missing the point.
Accessibility should be part of your brand voice, your internal culture, your external messaging, and your everyday interactions. That means talking about it in meetings, asking about it in the planning stages, and weaving it into your leadership strategy
And when you talk about it, talk like a real person. Avoid corporate buzzwords and stiff language. Be clear. Be honest. Be human.
Because inclusion isn’t about getting the perfect sentence. It’s about building trust, and that starts with how you communicate.
All of this to say…
Talking about accessibility doesn’t have to feel intimidating.
If you’re coming from a place of respect, curiosity, and a willingness to learn, you’re already on the right path. So, speak up. Ask questions. Make the effort.
Because every respectful word you choose and every barrier you help remove makes the world a little more welcoming for everyone.
And that’s something worth talking about.