Sticks and stones may break my bones, but words…well, they can really sting, actually.

It’s 2021, and we know how powerful language is. But even with the best of intentions, we can all unknowingly say things that have the potential to harm. A year ago, I would have had no idea that jokingly calling myself an idiot for leaving the stove on (again) was anything other than a bit of harmless self-deprecation. But when you know better, you do better, and thankfully, now I know better. And if you’ve ever described something as ‘crazy’ or ‘stupid’ when what you really meant was ‘outrageous’ or ‘ineffective’, this interview might give you some food for thought…

Ashleigh Sternes is the Diversity and Inclusion Advisor at Life Without Barriers, and lives with a disability. When I ask her about ableism, she puts it succinctly: “Ableism in a broad sense is discrimination and social prejudice against people with disabilities. Unlike other -isms like sexism and racism, ableism is unfortunately less well known. Ableism can characterise people with disability as lesser than non-disabled people, and potentially stereotype what people with disability should do and be.”

And ableism is something all workplaces need to consider. “Being mindful of ableism and the way we talk about individuals or groups of people can directly impact each person’s workplace experience and whether they feel included”, Ashleigh explains. “Inclusion is a choice or action we can make to show others that we value them and their diversity in all forms.”

Ashleigh Sternes

“Something I’ve become more aware of and had to eliminate from my own vocabulary are phrases that reinforce negative stereotypes—like “that’s crazy”, or “falling on deaf ears”. Using words like dumb, stupid, or idiot can be harmful to neurodivergent people and people who live with mental illness, or people with an intellectual or physical disability. Sometimes we use ‘casual ableism’ to minimise behaviour, rather than holding people accountable for their actions. I’d suggest replacing these words with the adjectives we essentially mean—dreadful, outlandish, outrageous, or inconsiderate.”

It’s an important point – and while it might take a little getting used to, Ashleigh says that’s ok. Practice makes perfect. “Re-examining the language we use is not always easy and takes practice! But the benefit is far reaching and promotes positivity through leading by example to others in the workplace.”

And using inclusive language benefits everyone. “Workplaces that are aware of ableism play a vital role as part of a community, to contribute to a respectful, person-centred organisational culture. The far-reaching benefits of inclusive workplaces include increased employee engagement, productivity, innovation, and creativity.”

It’s something Ashleigh has first-hand experience with. “At Life Without Barriers, we released an Inclusive Language Guide to promote the use of inclusive language. In addition, we have held inclusive language education sessions, as well as introducing an Intranet Accessibility Hub - a one-stop-virtual-shop for all things accessibility for employees including workplace adjustments, accessible content creation, event and meeting accessibility, and accessibility apps and tools.”

Ultimately, it comes down to empathy. “The ability to empathise with the experiences of others, especially when you can’t see or experience them yourself, is a solid foundation in creating change. Using inclusive language means everyone can read themselves into your message, it says I see you; you are welcome here.”

As for the phrases Ashleigh would like to retire? “I’d like to see euphemisms like ‘special needs’ and ‘differently abled’ disappear as it can imply that disability is inherently negative, and we need to tiptoe around it. Becoming educated about the one in five people in Australia with a disability is a constructive and positive step in being more inclusive, including the language we use in the workplace.”

Life Without Barriers (LWB) is one of Australia’s largest not-for-profit social purpose organisations, delivering innovative, community-based programs to more than 18,000 people from diverse community groups across the country. LWB works in more than 440 communities delivering services in family support, disability, out-of-home care, aged care, mental health, youth justice, homelessness, substance abuse, and provides support for refugees and asylum seekers.

Ashleigh Sternes is a diversity and inclusion professional with a background in finance, health, and community services. She is passionate about creating workplaces that celebrate diversity and practice inclusion. As a queer woman living with a disability, Ashleigh knows the impact workplaces can have in fostering authenticity, belonging, and connection. She holds a Bachelor of Behavioural Science (Psychology) from the University of Queensland.