What do we mean by the terms ‘disabled’ and ‘disability’?
Disabled people might have long-term physical disabilities or health conditions, mental health conditions, learning disabilities and neurodivergence, and/or sensory impairments. They might have one condition or multiple; their condition might be fluctuating, progressive or stable; and they might not always be, or have been, disabled. The common factor is that they are prevented or hindered from participating in society on an equal basis to non-disabled people, because systems and structures have not been designed with them in mind. As such, a person is not disabled by their specific health condition, but by the fact that systems exclude them as a result. This is called the social model of disability, and we use this understanding in this report and the wider project.
For the most part we will use identity-first language in this report (disabled people, not people with disabilities). While some individuals may prefer people-first language, identity-first better reflects the social model, whereby people are disabled by conditions and design of society, structures and services, rather than because they have a medical condition. We will also refer to D/deaf people, recognising the diversity among hearing-impaired people, some of whom identify with a Deaf community, and others who do not; and to people with learning disabilities, recognising the wishes of some to be referred to as such. There will also be references to neurodiversity and neurodivergence, a social model interpretation of neurological and learning disabilities such as autistic spectrum disorders, dyspraxia, dyslexia and dyscalculia, attention deficit disorders and other similar conditions, rejecting medical approaches that seek to ‘cure’ individuals.
Not everyone who would be considered disabled under the law will identify as disabled, for a range of reasons. Some people may see themselves more as having a temporary health condition, such as cancer; some may have struggled to get a formal diagnosis; some may not realise their mental health condition, neurodivergence or other condition are included under the banner of ‘disability’; and others may feel uncomfortable with the label, because of society’s negative connotations, or their own perceptions about what does and doesn’t ‘count’.
Employees may also choose to not disclose their disability – and no one should be compelled to do so. However, employers can take steps to make their employees feel comfortable discussing their needs, and contribute to the kind of cultural and attitudinal change necessary to rethink our ideas in wider society around disability.
