Disability Inclusive Communication

A photograph of Prince William bending down to speak to Warwick Davis, an actor with Dwarfism, recently sparked a surprisingly heated debate online. ➤ Was it respectful?
 ➤ Was it patronising?
 ➤ Was it the “right” way to interact with someone of shorter stature? But in all the discourse, one important detail seemed to get lost. It was Warwick Davis himself who invited the Prince to bend down. So, in other words: it was his preference. And that’s the part many people miss when these debates happen. Disability etiquette doesn't have a rigid rulebook. It’s about consent and individual preference. As a wheelchair user, I encounter a similar dilemma all the time. People often don’t know whether to stand and speak “down” to me or crouch to my level. Personally? I’d rather they didn’t crouch. It can feel awkward, especially when someone braces themselves on the arm of my wheelchair to keep themselves from falling! Interestingly, I’ve also heard from healthcare professionals that the NHS actually instructs staff to get on the same level as patients when speaking with them. The intention is to create a more equal, respectful interaction rather than talking down to someone, however, when I've experienced it - it's felt patronising. Which again shows something important: even well-intentioned guidance won’t fit everyone. Research tends to show that many wheelchair users and people of short stature prefer people not to crouch or kneel. But “most people” isn’t the same as everyone. What feels respectful to one person can feel uncomfortable to another. So the real lesson from that photo isn’t whether bending down is right or wrong. It’s much simpler than that. Ask. Listen. Respect the answer. Because disability etiquette doesn’t always have a universal rule, and more often it’s about recognising disabled people as individuals. #DisabilityMatters #Inclusivity

Just because I can’t eat, doesn’t mean I dont want to be included. The festive period is around the corner, and it can be one of the most difficult times living with a feeding tube, as even more so than it usual, talk and gatherings of food heighten. So how do we promote inclusion for everyone around the table? 1. Access to facilities and private spaces: always provide access to a private space for somebody to disconnect or connect their tubes, which is clean and private and bathrooms with sanitatary bins. 2. Respectful curiosity and judgement free: never judge, stare, ask intrusive questions to anybody who may not be eating, eating something different, or has different food habits. Any questions should be asked respectfully and with the intent of inclusion not embarrassment. 3. Ask before laying a place at the table: some people like to have a place laid for them even if they are not eating, others do not. Some people will bring their own implements and food so always ask in advance what makes that person feel most comfortable. 4. Shift focus away from food and drink: ensure that games, conversations and activities are not just focused around the food and drink to be inclusive of fun for everyone. Where food is a central part of something, think of providing alternatives such as a table activities. 5. Ask about food and drink in advance: ask someone’s preferences about what they need well in advance to avoid making anyone feel uncomfortable for declining or not being able to join in. Remember most people with feeding tubes can still eat but usually specific or small amounts. 6. Welcome those bringing their own food: feeding tube users often have safe foods which don’t upset their stomachs, or a strict diet they must adhere to, so always welcome people brining their own food with them. 7. Respect allergies and triggers: always ask someone’s dietary requirements in advance, and take strict care with cross-contamination. Also be conscious of certain foods which might be triggering. 8. Reserve space at the end of the table/exit: if set places try and place someone with a tube at the end of the table or near facilities so they feel more able to get and down from the table. 9. Don’t forget our invite to events: just because we might not participate in the same way, doesn’t mean we don’t want to be included! #Disability #Disabled #FeedingTube #Food #Christmas Image description: The image is a black square graphic, across the top in white and bold writing it reads ‘How to: feeding tubes, inclusion at the table’. In the top right hand corner is a picture of Celia and Jamie, Jamie has a cream cake in his hand in front of Celia, she is leaning down with wide eyes to smell it. Underneath are nine yellow, pink and blue coloured boxes with heading text and little descriptive symbols using the headings from the points of this written text above. In the bottom right hand corner is the Disabled By Society logo in pink and white.

Following meeting agendas and keeping to agreed break times is my ultimate green flag as a disabled and neurodivergent person. They’re inclusive behaviours that are truly underestimated. “If we skip this break, we can finish 30 minutes earlier than planned.” or “Does anyone mind if I do this agenda in a different order?” Hands up if you’ve said one of the above. I know I have! Agendas exist for a reason. They tell people what they need to prepare in advance and give an idea of what will be discussed. Many attendees will plan their contributions based on the agenda’s order. Changing it at the last minute can be disorienting for many different types of people. Similarly, break times matter. Ideally, meetings should include at least a 10-minute break for every hour and a 45-minute lunch break (preferably an hour) for all-day sessions. More importantly, once break times are set, they should be honoured. Some disabled people plan personal care support around meeting breaks. Others need downtime to maintain focus, take a guide dog out, or step away from the meeting environment for other reasons. They shouldn’t have to publicly share their needs just to access time that was already scheduled. Disabled people shouldn’t suffer because of poor meeting management. If time needs to be recovered or a meeting needs to finish early, adjust the content – not the breaks. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

𝐃𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐞𝐭𝐢𝐪𝐮𝐞𝐭𝐭𝐞 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐛𝐨𝐮𝐭 𝐫𝐮𝐥𝐞𝐬 but respect. It’s about building inclusive cultures where everyone feels valued. It’s the everyday choices we make to ensure people with disabilities are treated with dignity and authenticity. 🌟 𝐊𝐞𝐲 𝐏𝐫𝐢𝐧𝐜𝐢𝐩𝐥𝐞𝐬 𝐨𝐟 𝐃𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐄𝐭𝐢𝐪𝐮𝐞𝐭𝐭𝐞 ◾️Focus on the person, not the disability: See individuals for who they are, not for their condition. ◾️Ask before offering help: Don’t assume someone needs assistance; a simple “Let me know if you’d like support” is empowering. ◾️Use respectful language: Say “wheelchair user” instead of “confined to a wheelchair,” or “person who is deaf” rather than “the deaf”. ◾️Respect personal space and equipment: Never touch mobility aids or service animals without permission. ◾️Acknowledge and engage directly: Make eye contact, smile, and speak to the person, not to their companion. ◾️Avoid assumptions: Disabilities are diverse and experienced differently; don’t guess what someone can or cannot do When workplaces and communities embrace these habits, they move beyond compliance into genuine connection. That’s where inclusion thrives. 🚀 Let’s make inclusion intentional. 👉 Start today by practicing one of these etiquette principles in our next interaction. #DiversityAndInclusion #DisabilityInclusion #TalentDevelopment #InclusiveBehaviours #LearningAndDevelopment #Culture #LeadershipDevelopment #Inclusion #DEI #OE #Diversity

The things I remember most as a disabled person are rarely complicated. They are the moments when someone chooses: - Curiosity over assumptions. - Access over excuses. - Support over discomfort. The words that linger are straightforward: - “Yes, we are accessible.” - “What are your accommodation needs?” - “You’re hired.” - “I believe you.” - “You are valuable here.” Having navigated spaces, systems, workplaces, classrooms, events, and communities that were not always designed with me in mind, I can assure you these words carry significant weight. They represent safety. They signify dignity. They embody belonging. As a wheelchair user, I have experienced this directly. Inclusion is often felt in the small moments long before it is codified in policy. It is evident in how I am welcomed, how meetings are organized, how spaces are prepared, how access is provided, and how people respond when I articulate my needs. Disability inclusion extends beyond ramps, captions, accommodations, or policies. It is fundamentally about dignity, which is cultivated in everyday interactions. What is something someone has said or done that made you feel seen, included, or valued? Image Description: A smiling individual in a wheelchair in a bright studio portrait with overlay text reading, “Things disabled people would love to hear,” followed by examples of respectful and inclusive statements. #DisabilityInclusion #Accessibility #Leadership #Workplace #Advocate #Belonging #KeynoteSpeaker

Not all disabilities are visible. Millions of people live with conditions such as chronic pain, mental health disorders, learning disabilities, autism, traumatic brain injuries, or chronic illnesses that may not be immediately apparent. These invisible disabilities often lead to misunderstanding, judgment, or lack of support simply because others cannot “see” the disability. We must remember that accessibility is not just about ramps, elevators, or visual cues, it is also about empathy, awareness, and inclusion. When we make space for people to rest without questioning, offer flexibility without assumptions, and listen without judgment, we create environments that honor the whole person, not just what is visible to the eye. Let us shift from the mindset of “you don’t look disabled” to “how can I support you?” True inclusion begins when we trust lived experiences, respect accommodations, and foster workplaces, schools, and communities where everyone feels seen even when their disability isn’t. What steps can your organization take to make invisible disabilities more visible in your policies, culture, and conversations? #InvisibleDisabilities #DisabilityInclusion #Inclusion #Accessibility #Neurodiversity #MentalHealth #ChronicIllness #Empathy #Disability #NothingAboutUsWithoutUs #Accessibility #AsieduEdmund Image Description: “A minimalist beige background graphic featuring the quote, “Many disabilities cannot be seen, but they are just as real,” written in bold dark blue text. At the bottom is the creator seal with the initials “AE” inside a circle followed by the text “Asiedu Edmund.” The design is clean, balanced, and professional, emphasizing awareness of invisible disabilities.”

There is a distinction we need to get very clear on: Disability is a fact. It is not a verdict on someone’s capability. For disabled professionals, disability may shape how we access information, navigate spaces, communicate, manage energy, use tools, or receive support. That reality matters. Because when disability is ignored, access needs are ignored too. But here’s where the misinformation starts: People see disability and assume it tells them the limits of someone’s intelligence, leadership, creativity, ambition, reliability, or potential. It does not. A disabled professional may need accommodations, flexibility, assistive technology, communication adjustments, or a different structure. That does not make them less capable. It means they have operating conditions that need to be understood accurately. The goal is not to pretend disability is invisible. The goal is to stop treating disability like proof of limitation. When workplaces hold both truths at the same time, everything changes: Disability needs to be seen. Capability needs to be respected. Access needs to be built. And disabled professionals need to be recognized for the full impact they are here to make. See the disability. Support the access. Respect the capability. #DisabilityLeadership #DisabledProfessionals #WorkplaceAccessibility #DisabilityInclusion #DisabilityPrideMonth

We need to stop the condescension and infantilization of chronically ill and neurodivergent people, and people with disabilities. Needing help isn’t weak. Sick people need help just like “healthy” people do. Disabled people deserve dignity just as able bodied people do. Stop trying to fix us, offer advice or tips unsolicited. Don’t do things for others without asking 1st. People who are sick or have a disability or a chronic disease lose so much agency. We lose power. We lose respect of others. “Fixing” or “caring” for us without consulting us first, is insulting, disempowering, depressing and the opposite of caring. Caregiving doesn’t mean you’re a savior or hero. It means supporting and anticipating the needs of others AND simultaneously acknowledging each human is a FULL sovereign individual with their own feelings and desires. If you listen up, look, and ask permission first, it goes a long way in actually making someone feel cared for, seen, valued, and respected. How to take away dignity of a person with a disability or illness: (Aka Don’ts) - Demanding they take a certain medicine or food to feel better. - Telling them to get more sleep. - Saying, “You simply HAVE to try X”without asking what they’ve tried first. - Assuming you know what’s best. - Moving their body or things to “help”. - Ignoring a “stop” or “no” the first time. - Saying flippant things like it won’t last forever (unless you know it’s helped before, in a flair up, for example.) -Expecting anyone wants care the way you would. -An expectation of gratitude. And, if the person is not full of thanks, assuming they are ungrateful, rude, entitled, or taking advantage. -Touching with out asking first. -Saying, “I always feel better after x (a shower, a walk, a nap, some water.)” -Being surprised. “WOW, you’re still sick?!.” Or “Oh no really, you’re sick again!?” -Insisting they go see your “guy” or health care provider. -Saying they need therapy. Telling them they’re depressed. Assuming that discomfort or dis-ease is depression and/or all in their head. -Acting as if it’s business as usual. AND/OR not acting if it’s business as usual. This last one is a toughy. Good thing you’re smart. Figure out what the person you’re talking to wants; you can always ask! Don’t fuss OR be dismissive without knowing if they want to be fussed over and/or want to move on. -Ignoring “complaints” or being annoyed with “whining.” Expecting people have the bandwidth or spoons to deliver information in the way you need, rather than assuming you, the more resources person, can handle it because you have the spoons. -Patting them on the head, kissing foreheads, or hugging in a way that you’d do for a child, especially when they’re not a kid. Care work is hard, thoughtful work. For those with chronic illnesses or disabilities, care work is all consuming. We want agency, dignity, honor, respect, and love, just like you. #CareMore #PublicHealthWeek #AutismAwarenessWeek