Frequently Asked Questions
- What is supported employment?
- What does the Job Coach do?
- What are the costs?
- How are clients referred to PWI?
- What are Natural Supports?
- What are the results of PWI Services?
Additional Information
- Harris & Associates: Survey of Americans with Disabilities
- Hiring the disabled: A Problem of Attitude
- The U.S. Equal Employment Opportunity Commission: Questions & Answers About Persons with Intellectual Disabilities in the Workplace and the Americans with Disabilities Act
What is appropriate language?
Language is powerful. The words we choose to talk about people who have disabilities can create awareness or perpetuate prejudice, hurt, and stereotypes. What we say when describing a person's disability is important. Well-intentioned, but poorly worded descriptions of a person's disability can hurt. When properly and respectfully spoken, the disability is not viewed as an affliction or problem, but rather a part of who that individual is. "People first" language emphasizes the person rather than the disability.
Here are some guidelines in using "people first" language:
| Say… | Instead of… |
|---|---|
| Person who has... | Afflicted by, suffers from, victim |
| Developmental delay… | Slow, dumb, retarded |
| Without speech, nonverbal | Mute |
| Deafness, hearing impaired | Dumb |
| With down syndrome | Mongoloid |
| Has a physical disability | Crippled |
| Has seizures | Fits |
| Cerebral palsy | Spastic |
| Has a cleft lip | Hare lip |
| Uses a wheelchair | Confined to a... |
| Has a learning disability | Is learing disabled |
| Has a congenital disability | Birth defect |
Saying it 'right' all of the time can be tough. Don’t worry if you make a mistake. If you are unsure of how to address a person’s disability, just ask.