The term “handicapped” is derived from the image of a person standing on the corner with a cap in hand, begging for money. People with disabilities do not want to be recipients of charity.


speech or an individual with Tourette’s or Down syndrome, amputees, or just anyone who might disturb the din- ing ambiance, to leave a restaurant if deemed a nuisance. A diner could legally ask the management of the restaurant to have them removed. Fortunately society has moved past


ugly laws. But unconscious bias still exists, particularly among people with disabilities. You might be interviewing candidates for a position within your company, and you see someone pull up and they are in a wheelchair or are missing a limb, or are blind or hard of hearing. You immediately start making judgments that the person cannot do the job because they have the disability. Ask yourself: What are the requirements for the job? Does it matter if the person is in a chair or has some sort of minor congenital condi- tion if the job involves working at a desk? Do you know what compensa- tions the person has made? Perhaps they record or write things down so they won’t forget them. Perhaps they can type one-handed, or just need to use a larger font to read. One of my


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disabilities is aphasia, a difficulty find- ing words. One of the best descrip- tions I have heard for aphasia is that someone breaks into your house and rearranges the furniture. You know it’s in there but you don’t know where. A friend of mine has a plaque that reads: ”Aphasia is a loss of language and not a loss of intellect.” I have to admit that I have used it to my advantage when the opposing counsel thought my brain was gone too. When you meet an individual


with a disability do you automatically assume it has affected everything and they must have a low IQ? While there are some individuals who have had devastating injuries to their body and/ or mind who will never recover fully, there are those for whom it has been a minor setback. One needs only to look at the para-athletes of the Paralympics to see what people have accomplished. Imagine going out to dinner with


an individual with a disability and their significant other. You ask the sig- nificant other, “So how’s Darryl feel- ing these days?” “What does Darryl think about XYZ?” Why don’t you


ask me? I am sitting right here. Tis scenario is played out in any number of locations. I have experienced it at home and at business meetings and I’m sure other people with disabilities can relate. Another example of the “hidden


person or hidden disability” may occur in public. An individual in a wheelchair is trying to make their way through a crowd and nobody notices them until they are bumped into or have their foot run over. Or you see someone getting out of a car parked in a disabled parking zone and they appear to have no outright disability. Perhaps they have a heart condition and can’t walk very far or some other impediment that is not visible. How do you react when meeting a


person with a disability? Te best way is to make reference to the person first. Say “a person with a disability” rather than “a disabled person.” Te term “handicapped” is derived from the image of a person standing on the corner with a cap in hand, begging for money. People with disabilities do not want to be recipients of charity. Tey want to participate equitably with the rest of the community. A disability is a functional limitation that interferes with a person’s ability to walk, hear, talk, or learn. Use “handicap” to describe a situation or barrier imposed by society, the environment, or oneself. When offering assistance to a


person with a visual impairment, allow the person to take your arm. Tis will enable you to guide, rather than propel or lead the person. Use specific directions, such as left or right and step down or up. When speaking about people


with disabilities, emphasize achieve- ments, abilities, and individual qualities. Portray them as they are in real life: as parents, employees, and business owners. When talking to a person in a


wheelchair for more than a few min- utes, place yourself at eye level with that person.


JULY/AUGUST 2013 DIVERSITY & THE BAR®


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