The Language of Inclusion: How Words Shape Neurodiversity Advocacy

Language as a Tool for Change

Language does more than describe the world—it shapes it.

The words we choose have the power to include, exclude, empower, or diminish.

In the context of neurodiversity advocacy, language is not neutral. It reflects—and reinforces—how society perceives neurodivergent individuals. In workplaces, in policies, in everyday conversations, the way we talk about neurodiversity can either build belonging or erect invisible barriers.

Inclusive language isn’t about political correctness—it’s about respect, dignity, and creating environments where all individuals can thrive.

Understanding the nuances of language is essential for anyone committed to advancing true neuroinclusion in the workplace and beyond.

Identity-First vs. Person-First Language: Understanding the Debate

One of the most important—and often misunderstood—conversations in neurodiversity advocacy is about identity-first versus person-first language.

🔹 Person-First Language ("person with autism," "individual with ADHD")

• Emphasizes that a person is not defined solely by their neurodivergence.

• Rooted in efforts to separate the individual from their diagnosis—especially in medical and rehabilitation settings.
  

🔹 Identity-First Language ("autistic person," "ADHDer")

• Centers neurodivergence as an integral part of the person’s identity.

• Reflects the view that neurodivergence is not something shameful to be distanced from, but a core part of who someone is.
  
  

Which is better?

✅ Many autistic advocates and neurodivergent communities prefer identity-first language—because it affirms their neurotype as a valued part of their identity.

✅ Some individuals prefer person-first language, especially in contexts where disability rights activism focuses on emphasizing full humanity before diagnosis.

✅ The best practice is simple but profound: Respect individual preference.
When in doubt, ask:
🗣️ “What language feels right for you?”
🗣️ “How would you like me to refer to your identity or experience?”

Language that is grounded in respect will always be the right choice.

Common Terms and Phrases: What to Use, What to Avoid

Use These Terms:

✔️ Neurodivergent / Neurodivergence

• Describes individuals whose cognitive functioning differs from the typical ("neurotypical") norms.
  

✔️ Neurotypical

• Refers to individuals whose neurological development and functioning are considered typical by societal standards.
  

✔️ Autistic person (if identity-first preferred)

• Centers autism as a valued identity, not something to be "separated" from the individual.
  

✔️ ADHDer, Dyslexic person, Dyspraxic person

• Embraces neurodivergent identities as part of lived experience.

✔️ Support needs

• Focuses on what individuals need to thrive, rather than framing support as "special treatment."
  
  

Avoid These Terms:

🚫 High-functioning/Low-functioning

• These terms create harmful hierarchies and erase the variability and complexity of lived experiences.
  

🚫 Suffers from (e.g., "suffers from autism")

• Pathologizes neurodivergence and assumes it is inherently negative.
  

🚫 Normal/Abnormal

• Reinforces harmful binaries that stigmatize difference.
  

🚫 Special needs (in workplace contexts)

• Can be infantilizing; focus instead on accessibility, equity, and support.
  
  

How Language Impacts Workplace Policies and Culture

Language doesn’t just live in conversations—it lives in hiring policies, job descriptions, performance evaluations, accommodation processes, and everyday team interactions.

When workplaces use affirming, inclusive language, it:

• Normalizes cognitive diversity as a valued part of the team.

• Signals respect and belonging to neurodivergent employees.

• Shapes expectations about communication, collaboration, and leadership styles.

• Removes stigma from accommodation requests and support needs.
  

Conversely, using outdated, medicalized, or pity-based language—whether intentional or not—can send a clear message:
"You don't fully belong here."

Words are often the first signals of inclusion—or exclusion.

In building neuroinclusive workplaces, language must be as intentional as policy design.

Conclusion: Centering Dignity Through Language

Language is one of the most powerful tools organizations have to create change.

It reflects what we value, what we prioritize, and who we welcome.

Choosing inclusive, affirming language isn’t just about keeping pace with evolving norms—it’s about ensuring that neurodivergent employees are seen, heard, valued, and empowered.

At Erin Davis Co., we partner with organizations to embed neuroinclusive practices into every level of their DEI strategies, including reviewing policies, leadership communications, and training programs.

📩 Contact us at erin@erindavisco.ca to learn how we can help you create workplaces where every word reflects true belonging.

References:

• Autistic Self Advocacy Network (ASAN): Identity-First Language

• Canadian Human Rights Commission: Accessibility and Inclusion for People with Cognitive Disabilities

• Harvard Business Review: Neurodiversity as a Competitive Advantage