The Disability Information and Resource Centre

1.  WHY HAVE GUIDELINES?

The power of the media to reflect and to shape community perceptions of people with a disability is acknowledged. This process of portrayal represents an ongoing responsibility and challenge to the media organisations and individuals concerned. Media guidelines in relation to people with a disability are presented on:

* appropriate descriptive language;

* avoiding common stereotypes; and

* reporting on, communicating with and interviewing them.

This is more than a cosmetic issue. The key changes that are sought from the media are shifts in attitude and emphasis. The shift in attitude and emphasis these guidelines seek to achieve is changing the emphasis from:

* the disability itself to the individual(s) concerned;

* the individual(s) as being a part of society’s fringe to their being an integral part of the general community;

* an unreal expectation of people with heroic overcoming monumental difficulties to a realistic ongoing response to life’s daily problems;

* excessive emotional coverage to normal human empathy and interest; * stereotyping to individualising;

* a focus on the trauma of their personal suffering to the adequacy of the community’s response; and

* milking the emotive content of disability to the provision of relevant information.

As 18% of the community falls within the definition of people with a disability, the time for portraying their experience as sensational and abnormal is over. The time has come for the media to provide professionalism, maturity and information.

2.  GENERAL PRINCIPLES

1. Avoid stereotypical or stigmatising depiction of people with a disability.

2. Avoid phrases and words that demean individuals with disabilities.

3. Promote the “people first” concept.

4. Portray people with disabilities in the same multi dimensional fashion as others. For example, depict people with a disability at home, work, school, leisure and include a variety of ordinary social and physical situations.

3.  INTRODUCTION

People with a disability have rarely been depicted in literature, in films, photographs, as average or ordinary people. The more typical images are those of pitiable burdensome creatures, helpless victims; sometimes we have been demonised, sometimes sanctified. As a group we have been stigmatised, marginalised and feared. We continue to arouse covert feelings of embarrassment, shame, guilt, discomfort, even disgust. Other common stereotypes have been inspirational stories of superhuman over-achievers. The “super-crips” who abseil down cliff faces in wheelchairs or the saintly martyrs who selflessly endure decades of unspeakable sufferings.

Language is critical in shaping and reflecting our thoughts, beliefs, feelings and concepts. Some words by their very nature degrade and diminish people with a disability. The language customarily used to denote disabling conditions has been condemnatory, judgemental or couched in medical jargon. Perhaps the most dangerous misuse of language in describing people with a disability has been to dehumanise the individual by labelling the person as the disability - a quad, a spastic, etc. The purpose of these guidelines is to promote fair and accurate portrayal of people with a disability. It also presents language which creates a positive image of people with a disability.

4.  GENERAL GUIDELINES

In writing about disability issues or portraying people with a disability on television or in print, the following general points need to be borne in mind as underlying principles of fair and accurate reporting:

* see people with a disability as equals and as part of the diversity of humanity;

* focus on what people can do;

* recognise individuality; and

* respect rights.

There are literally thousands of conditions that may lead to a permanent or intermittent disability. It is not important to know the medical and technical details of different disabilities. It is important, however, to bear the following points in mind.

* Disabilities affect different people in different ways depending on age, cause, attitude, family background, opportunity, adjustment to physical, sensory and other limitations and other factors. You may find that one person with quadriplegia will be training for the Paralympics, another studying astrophysics, another becoming a disability activist, yet another constantly checking out the racing form guide. Assumptions should never be made on the basis of limited general information about any particular disability.

* Every person with a disability is an individual and no one should be expected to display a specific range of personality characteristics. Many non-disabled people believe that people with disabilities should be eternally grateful, cheerful and submissive.

* People with disabilities are people first, with feelings, emotions, desires, aspirations, frustration and needs just like anyone else. For many people, having a disability is an unavoidable fact of life, not something necessarily to be dramatised, feared, ridiculed or denigrated.

5. LANGUAGE AND DISABILITY

In the general community, as well as in the disability community, there is considerable controversy about how people with a disability should be described. Words such as invalid, unfit, disabled, impaired, infirm, incapacitated, defective, retarded start with in, im, dis, un or de which imply a lack of something or some kind of inferiority; what is absent or lacking in an individual is emphasised rather than his or her capabilities. Even words describing a person’s medical condition such as epilepsy, polio, paraplegia or blindness suggest sickness and imperfection. Such words focus attention on the condition and not on the person as a unique individual. The language reinforces negative assumptions and stereotypes.

Words change in meaning or use. Take for example, cripple (from the Old English crypel, meaning one who can only creep, or whose body and limbs are contracted). This word was once in common and respectable use. Today its use for a person with a disability is regarded as offensive and unacceptable. Other offensive words which diminish people with disabilities include mentally retarded, insane, nut case, crazed, victim, sufferer, freak, spastic, subnormal, and expressions like deaf and dumb, the disabled and handicapped. They are no longer acceptable because they ignore the identity of the individual and equate the condition with the person.

In recent years, the language of disability has moved away from medical jargon to a social perspective that reflects the relationship between the individual and his or her environment. This approach recognises that people with a disability are more likely to be handicapped by environmental barriers and attitudes than by the disability itself.

Are the words disability and handicap interchangeable? Disability is gradually replacing handicap as the more acceptable term and so the expression; person with a disability; has gained acceptability as the most preferred (and most easily remembered) form. The emphasis is on the person first without denying or obscuring the reality of the disability. Silly euphemisms like the physically challenged or differently abled are also unacceptable. What, then, is the most appropriate terminology to use which is accurate, unemotive and non-degrading? The following section lists inappropriate terms and appropriate alternatives.

6. GUIDE TO APPROPRIATE LANGUAGE

Words to watch Acceptable alternatives Abnormal, subnormal (negative terms Specify the disability. that imply failure to reach perfection). Afflicted with (most people with Say the person has…(the disability) disabilities don’t see themselves as afflicted). Birth defect, also congenital defect, Say the “person with a disability deformity. since birth Blind (the) visually impaired (the). Say “person who is blnd”, “person with vision impairment”. Confined to a wheelchair; Say “uses a wheelchair” or is a wheelchair-bound (a wheelchair “wheelchair user”. provides mobility not restriction). Cretin (this specialised medical term Say “has disabilities caused by a is derogatory and best avoided). thyroid deficiency”/=. Cripple, crippled (these terms convey Say “has a physical or mobility a negative image of a twisted ugly disability”. body. Avoid). Deaf (The). Only appropriate when referring to the deaf community; say person who is deaf. Deaf and dumb (inability to hear and Say “hearing impaired”: lack of speak and does not imply an speech usually results from impaired intellectual disability. Avoid). hearing. Defective, deformed (degrading Specify the disability. terms. Avoid). Disabled (The). Say “people with a disability”; “the disability community. Disease: many disabilities, e.g. Specify the disability. cerebral and spinal cord injury are caused by disease. Dwarf: negative connotation. Say “little” or “short” statured person. Epileptic (The). Say “person with epilepsy”. Fit (attack/spell). Say “seizure”. Handicapped (The). Say person with a disability unless referring to an environmental or attitudinal barrier, in such cases person who is handicapped by his/her disability is appropriate. Insane (also lunatic, maniac, mental Say “person with psychiatric patient, mentally diseased, neurotic, disability” or specify condition. psycho, psychotic, schizophrenic, unsound mind, crazy, mad demented, deviant etc.): derogatory terms. Avoid. Invalid (the literal sense of the word Say “person with a disability”. is “not valid”. Avoid). Mentally retarded (also defective, Say “person with intellectual feeble minded, idiot, imbecile, disability”. moron, retarded): offensive inaccurate terms. Avoid. Mongol (Mongoloid: outdated and Say “has Down’s Syndrome”. derogatory. Avoid). Patient: only appropriately used in Say “person with a disability”. context of doctor/patient relationship or in reference to people in hospital Physically/intellectually/vertically Say “person with a disabilty”. challenged (etc.); differently abled (ridiculous euphemisms for disability. Avoid). Spastic: usually refers to a person Say “person with cerebral palsy”. with cerebral palsy or someone who has uncontrollable spasms. Derogatory, often term of abuse, should never be used as a noun. Avoid. Suffers from, sufferer, stricken with: Has the disability. (not all people with disabilities actually suffer. These terms should not be used indiscriminately). Vegetative (offensive and degrading). Say “in a coma”, “comatose” or “unconscious”. Victim (people with disabilities are Say … “has the disability”. not necessarily victims and prefer not to be perceived as such).

7.  STEREOTYPING

Stereotypes can lead to discrimination as they take away a person’s individuality and oversimplify qualities which may have a passing acquaintance with the truth. The portrayal of people with a disability as helpless, mindless or suffering beings deserving of pity and sympathy is one of the many powerful stereotypes which can lead to discriminatory treatment. Positive portrayal of people with a disability involves presenting people with disabilities as individuals with a variety of qualities. It does not mean that the disability should be hidden, ignored or deemed irrelevant but it should not be the focus of description except when the subject is disability. Be careful also not to imply that people with a disability are to be feared, pitied or ignored or that on the other hand that they are somehow more courageous, special or heroic than others. Avoid the use of the word “normal” in contrast with other people. Common stereotypes to avoid

* Disability is a monumental tragedy.

* Disability is a punishment for sin.

* People with a disability are inherently evil. * People with a disability are objects or pity and charity.

* People with a disability who do things like get married and have children are extraordinary.

* People with a disability lead boring, uneventful lives.

* Families, particularly spouses of people with a disability, are exceptionally heroic for living with a fate worse than death.

* People with a disability are asexual, eternal children.

8.  RESEARCHING, WRITING, REPORTING

Coverage of people with a disability is often long on emotion and inspiration but short on issues. One of the hardest worked cliches is of someone succeeding “in spite of” his or her disability. People succeed because of their disability, not in spite of their disability.

* Be sensitive to people’s sense of self-esteem and how derogatory labelling can demean and dehumanise people with disabilities. In many contexts it is quite unnecessary to mention a person’s disability. Yet this characteristic is often mentioned in stories. Gratuitous specification of disability may result in its overemphasis to the exclusion of other characteristics. This creates the impression that the person referred to is somehow an oddity - not quite part of the human race.

* Be original and creative in portrayals of individuals with a disability. Frequently when a person with a disability is featured in a story that has several possible angles, the human interest story line predominates, e.g. how the individual has overcome overwhelming odds.

* Broaden and deepen your coverage of disability issues. There are few examples of in depth coverage of stories important to the disability community (e.g. history of treatment/attitudes to people with a disability, development of the worldwide disability rights movement, lack of physical access to public facilities, education and employment issues).

* Be inclusive. The views of people with a disability as a group or individual are seldom featured in stories dealing with general interest issues such as child care, public transport, the environment.

* Advertising copy writers should note that 18% of the Australian population has a disability. In Australian advertising people with disabilities are completely invisible. But people with a disability do buy detergent, ice cream cones, shampoo, underwear, cars, sanitary napkins and even (heaven forbid) condoms!

9.  COMMUNICATING WITH PEOPLE WITH DISABILITIES

We all have the right to be treated with dignity and respect. Some suggestions to improve communication with people with a disability follow:

* when talking with a person with a disability: - establish and maintain eye contact at the same level as much as possible; - face and speak directly to the person rather than through the companion/attendant/sign language interpreter who may also be present;

* never speak about the person as if he/she was invisible, cannot understand what is being said or can’t speak for him/herself;

* don’t put people with a disability on a pedestal or talk to them in patronising terms as if performing normal, everyday activities were exceptional (e.g. “Oh do you cook your own meals? How amazing!”);

* always respect the persons dignity, individuality and desire for independence. If help is required in a given situation, do not assist without asking first; and

* refer to adults with a disability in the same way as you would refer to any other adult. Don’t refer to them by their first names where in similar circumstances with a non-disabled interviewee you would use a title Mr, or Ms, or Dr.

10.  WHEN INTERVIEWING A PERSON WHO HAS A DISABILITY

* Don’t hold back from asking frank questions, e.g. how the person manages certain tasks. Usually people with a disability aren’t precious and fragile about their disabilities. But on the other hand, intrusive personal questions, for example about a person’s sex life, can be very offensive. Be matter-of-fact but remember that honest answers deserve honest treatments and should never be used in a sensational or morbid way.

* Be honest about the story angle. If the story is about discrimination in the workplace then to include intimate details about a person’s medical condition unless relevant is quite unjustified. * Do not gratuitously emphasise physical differences or adaptive aids and technologies in visual or written treatments unless these are in focus of, or relevant to, the story (e.g. if a person in a wheelchair is being interviewed about neighbourhood environmental pollution the visual focus should be the person not the wheelchair).

* Don’t assume you understand how the person feels about having a disability. Even if you know someone with a similar condition, this person may not think or feel the same way. Ask how he or she feels. * Don’t concentrate on the medical perspective. It may be interesting but you may overlook the telling human interest details of someone who is experiencing a disability. Don’t assume someone is ill simply because she or he has a disability.

* Don’t feel embarrassed or guilty if you have difficulty understanding the person you are interviewing. He or she will probably be used to it and will have developed ways of coping. Be patient and persevere.

* Try to interview the person alone, although a second person may be necessary as an attendant or an interpreter. Sometimes friends and family may interrupt and presume to speak for the person being interviewed. Ignore these intrusions. Despite the pressure to get the 30 second grab, allow the person the courtesy of telling events and particular details at his or her own pace.

* Sit at the same level as the person being interviewed. Ask if you can be heard clearly or if it is better to sit on one side rather than the other. In some cases you may need to:

* Ask if you should make arrangements in advance. An interpreter, for example, may be needed if the person has a hearing loss or is not able to speak or communicate in a conventional way.

* Ask the person being interviewed to choose where to meet. Not all places are accessible to people with mobility problems. Additionally lack of affordable, accessible transport may be an issue. A person with a hearing loss may find it difficult to concentrate if the surroundings are noisy. Following an interview ask yourself:

* Am I writing this piece because it involves a person with a disability or because the issue and related circumstances are relevant to the general population? If it did not involve a person with a disability would I still want to write it?

* Is a reference to a disability necessary to a story? If it is, am I using appropriate terminology (e.g. “people with a disability” not “the disabled” or “the handicapped”)?

* Is this piece accurate and unbiased? Have I avoided sensationalism?

11.  EXAMPLES OF POSITIVE HEADLINES

Able bodied get a taste of the minefield (Sydney Morning Herald, 3.9.93)

Remarkable Andrew gets a standing ovation (Sydney Morning Herald, 20.12.90)

Chariots of fire - let the good times role (Sydney Morning Herald, 22.1.92)

They’re stopping the buses - they can’t get on (Sydney Morning Herald, 8.11.91)

Now lively Samantha can walk tall too (Sydney Morning Herald, 28.9.90)

Careful they may not hear you (Sydney Morning Herald, 1.10.92)

Nobody pushes the Commissioner around (Sydney Morning Herald, 19.1.93

12.  REFERENCES

The Media Guidelines have been based on the excellent material contained in the following sources: “A Way With Words” Guidelines and Appropriate Terminology for the Portrayal of Persons with Disabilities. Status of Disabled Persons Secretariat, Department of the Secretary of State of Canada, Ottawa, Ontario KIA OM5.

“Improving Communications about People with Disabilities” Recommendations of a United Nations Seminar 8-10 June 1982, Vienna, Austria.

“Language Matters” Guidelines for the Use of Non-Discriminatory Language at the University of Terminology, Sydney; Published by the Equal Opportunity Unit.

“Responsibility” People with Disabilities, Skilling Staff in Vocational Education, Training and Employment Sectors; The National Staff Development Committee, Chadstone Victoria 1994.

“Words Matter” A Guide to the Language of Disability. For people working in communications. Published by NZ. Disabled; PO Box 90-366 Auckland New Zealand.

13. ACKNOWLEDGEMENTS

This booklet was produced by Joan Hume, a person who has written extensively on the portrayal of people with a disability in the media and other texts. Joan has produced an invaluable document that not only reflects her passion for the subject but her deep commitment to seeing the portrayal of people with a disability reported in an accurate and positive light.

This booklet has been produced in consultation with people with a disability and the organisations they represent. Many thanks to those who participated in this process. A special thanks to Anne Gallagher from Jane Singleton Pty Ltd for her practical guidance in the presentation of this booklet. Finally, Council would like to thank the Office on Disability for their financial contribution towards the development of the booklet.

Produced by the Disability Council of New South Wales, 1994. Design and production by Steve Murnane.