There are more than 50 million Americans with disabilities. The Americans With Disabilities Act of 1990 was passed to help eliminate barriers those with disabilities faced in gaining independence, including protection against discrimination based on a disability. Employers are required by law to provide "reasonable accommodations" to employees with disabilities, unless providing such an accommodation is proven to be an extreme hardship.

Disability Diversity

Part of the diversity present in today's workforce are disabled workers. However, disabled does not mean someone with a disability is incompetent or unable to do their job. Disabled simply means the disabled person has an impairment. It also doesn't mean that the person lives off entitlement programs or gets any "breaks" that a person who is not disabled can't receive.

There are all types of disabilities covered by the word "disability." It does not mean, as we said, that the person with a disability is unable to work or complete their job as well as anyone else. Just as with race, gender, culture, a disability may mean that someone does things a little differently than you. A person with a hearing disability might need special accommodations related to communication. A person with a physical disability may require a different type of entrance into the place of work, or a desk in a location that accommodates a wheelchair.

As with any other person or group of people we've discussed thus far in this course, people with disabilities should be treated the same as everyone else.They should be treated equally. Understanding your own feelings, beliefs, and values related to disabilities, then understanding theirs, will go a long way toward promoting a harmonious, productive workplace environment.

Your Past Experiences With Disabilities

There's no doubt that your past experiences with people who have disabilities will shape the way you think of disabled people in your workplace. If, for example, you knew a blind woman who was unable to care for herself and needed a live-in assistant, you might see blind people as dependent on others for help.

Here's another example. If you knew a person with mental illness who didn't regularly take their medicine, then you might find you believe that those with mental illnesses are unstable at times, because they don't take their medications as they should.

Common Stereotypes

Stereotypes are common to the disabled. The reason for this is we make assumptions based on the disability instead of the capability of the disabled person. For example, it's a stereotype that people with cerebral palsy have a lowered intelligence level, when the truth is they don't. It's also a stereotype that they are unable to walk and cannot talk. These are both false as well. However, they are stereotypes that people believe, based on misconceptions, past experiences, and the absence of fact.

The same holds true of those with mental illnesses. The common stereotypes are that they're dangerous, unstable, and face periods of hospitalization. These stereotypes are completely wrong and based on the picture some movies in Hollywood give to us of those with mental illness. But think of it this way: Clinical depression is a form of a mental illness. Anxiety issues can be considered a form of mental illness. Stereotyping someone because they suffer from a disability is taking the individual out of the equation and labeling someone as less than you, or others like you, who don't have a disability.

Whenever you see a person with disability, you should presume they are just as competent as you are in the job they've been assigned. Never assume they aren't capable, or that you need to step in and help. Pity is not the same as compassion. Pity stems from stereotypes and biases. Compassion stems from an awareness of the differences in others and a willingness to work as a team to accomplish goals and meet deadlines.

Using the Correct Terminology

Words can be as powerful as any weapon. Just one word that you use can degrade someone, hurt their feelings, insult them, or even imply that you are discriminating against them. It used to be acceptable to refer to a person with a disability by naming their disability. If a woman was blind, you could say, "the blind woman."

However, labeling someone by a disability takes away from their abilities and individuality. Just as you don't want to be labeled by features you're not proud of (perhaps you have a big nose or ears), people with disabilities don't want their disability to be their name tag, so to speak.

In the early 20th century, the word "handicapped" was popular to describe people with disabilities. It didn't matter what type of disability they had. People with disabilities do not like this term applied to them, though. It suggests they have something that holds them back from doing things people without disabilities can do. It suggests they are somehow less than.

It's always best to use first person when referring to, or talking to, anyone. Address the person. Refer to the person. Do not refer to the disability, just the same as you shouldn't refer to the race, economic circumstance, or religion. Whenever possible, refer to a disabled person by their name. If you don't know their name, use a distinguishing feature, such as the color of their shirt, their location (the woman next to the copier), etc.

Disability Etiquette

Your disabled co-workers and employees are not any different than you, in that they are there to earn a living, advance their career, and better the organization through their contributions. You don't have to "baby" someone with a disability, and you don't have to watch what you say out of fear of offending them.

Here is an example:

A colleague has a form of mental illness. One day, you remark to another co-worker that your son is "driving you crazy." Suddenly, you realize the person with a mental illness has heard you, and you quickly apologize.

Relax! There's no need to worry. If you're worried that you offended someone, ask. Sometimes you won't have to ask.The person will politely tell you they find your words offensive. However, you don't have to tip-toe around people with disabilities. They can use the same slang and jargon that everyone else does.

You'll find that you'll be more relaxed if you just see the person – the individual – instead of seeing them as their disability. Maybe they have a great sense of humor. Perhaps they're a sharp dresser. Maybe they're a hard worker. See them for the things they are.They are not defined by their impairment any more than you are defined by the color of your hair. If you are afraid of them, or uncomfortable around them, because of their disability, then do some research to learn more.

Listed below are some other tips for interacting with people with disabilities.

• Treat people with disabilities as you would anyone else. Offer your hand as you would any other co-worker.
• If someone is deaf, maintain eye contact with them, not an interpreter, when you are communicating. They are the person you are talking to, not the interpreter.
• If you think someone needs assistance, you can offer it. The person may accept it or not. Either way is okay. Don't give your assistance without their permission. That is assuming they can't do something on their own. Let them make that call.
• Sometimes people may have impairments that affect the way they speak. If you're having problems understanding what someone says, ask them to repeat what they said. Be honest. Be polite.
• If someone is in a wheelchair, you want to make sure you converse with them at eye level. This may mean pulling up a chair. Don't bend over, kneel, or lean to talk to them. Also, don't lean on the wheelchair as support. If you can't sit down, it's okay to stand. Just look them in the eye.
• If someone has a visual disability, identify yourself and anyone else who is with you. If talking to someone else other than the blind person in a group, make it clear who you are speaking to by addressing them by name.
• Never pat people in wheelchairs on the head or on the shoulders. That is how you would treat kids or pets. Always treat adults as adults.
• To get the attention of a person who has a hearing disability, tap them on the shoulder. Speak slowly and clearly so the person can read your lips. Don't block the view of your mouth. Speak in normal tones. Don't shout.