Ableist Language in Team Meetings: A Teachable Moment

In a busy workplace, words can be powerful tools for collaboration or division. In one recent team meeting, frustrations about a difficult client boiled over. One colleague, seeking to express their frustration, described the client as “bipolar” and “crazy”. They were unaware that a fellow team member was silently upset by these terms. Later, we learn that this team member has bipolar disorder, making the choice of words particularly hurtful. Learn more about ableist language and how to use more respectful language. 

This situation highlights the importance of careful language in professional settings, especially when tensions are high. The terms used—”bipolar” and “crazy”—carry significant weight, often perpetuating harmful stereotypes about mental health. Even when used casually or without malice, such language can alienate or harm those who are affected personally.

Why Words Matter

Using mental health terms as shorthand for behavior or frustration not only disrespects the reality of living with these conditions but also creates an exclusionary environment. When individuals with mental health challenges hear their condition being used as a punchline or pejorative, it signals that their struggles are not taken seriously.

Had the team chosen more accurate, neutral words like “indecisive” or “frustrating,” they could have conveyed their point without risking harm. These alternatives keep the focus on the behavior causing the issue without dragging in unrelated and stigmatizing language.

Creating an Inclusive Culture Through Language

Here are some ways to avoid ableist language and foster a more inclusive work environment:

• Be mindful of mental health terms: Words like “bipolar,” “schizophrenic,” or “OCD” should not be used to describe everyday frustrations or behaviors that are unrelated to these conditions.
• Encourage neutral language: Opt for terms that describe the situation accurately without making assumptions about a person’s mental or physical health. Words like “challenging,” “frustrating,” or “unpredictable” focus on behavior rather than labels.
• Create a culture of awareness: Normalize conversations about mental health in the workplace. Providing training on the impact of ableist language can raise awareness and reduce the likelihood of harmful incidents.
• Lead by example: Leaders and managers play a key role in setting the tone for inclusive language. By modeling respectful communication, they set a standard that others will follow.

By fostering a culture of inclusion and respect, we create a workplace where everyone feels seen, valued, and safe to contribute. Words have the power to uplift or to isolate—let’s choose them carefully.