Inclusive Guide

Updated 11/07/2022

Michigan State University values communications practices that support belonging for all Spartans. In
alignment with strategic efforts around diversity, equity and inclusion, the Inclusive Guide provides best
practices for communications in the following areas:

• Gender and Sexuality

• Race and Ethnicity
• Global Identity
• Disability

The guide aligns with the MSU Editorial Style Guide and includes recommendations informing images,
web content, speeches, events and more.

This resource will be updated annually. To provide suggestions or feedback, email inclusion@msu.edu.

General Practices

Use great care when writing about identity. This guide is not one size fits all and is meant to be applied
on a case-by-case basis depending on tone, channel, audience and content. Often, language boils down
to individual identity, which brings up the overarching principle of this guide: Consult with the individual
to determine how they would like to be referred.

• Use language in accordance with the individual’s identity.

• Be specific and avoid generalizing identity groups.
• Avoid the use of pejoratives. However, exceptions can be made for quotations if relevant to the
content.
• The origins of seemingly innocuous idioms or words may be racist, sexist or ableist in nature,
such as “cake walk,” “peanut gallery,” “grandfather clause,” “tipping point,” “rule of thumb” or
“bonkers.” Consider the origins of everyday language before freely using it in communications.
• Avoid reinforcing deficit narratives that place people as victims of societal problems and myths
that ignore systemic barriers, as both prop up negative stereotypes. Instead use truth-telling
about those deficits and barriers.
• We all make mistakes. Give yourself grace, reflect and consider ways to acknowledge any
unintentional harm that may have resulted. For tools on inclusion, respect and accountability,
visit Building Inclusive Communities.

Considerations

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The purpose of the guide is to inform general communications and does not apply to academic, medical,
legal or other specialized fields. Some terminology, like obesity, is specific to a disease, thus,
recommendations to use alternative options do not apply to technical applications.

Furthermore, the recommendations do not apply to established names. For example, one
recommendation to use alum(s) or graduate(s) instead of the gendered term alumni does not apply to
office or group names, such as the Alumni Office or MSU Black Alumni.

It’s important to note that using inclusive language in communications is an evolving and dynamic
practice, so while this guide covers several areas, it is not comprehensive in scope. Accordingly, the
guide only provides recommendations that should be considered in a case-by-case scenario, as many
factors will determine the appropriate language for various types of content and target audience.

Although the guide provides a wide scope of practices, it does not provide definitions for terms.
Communicators are encouraged to learn more about diversity, equity and inclusion terminology by
exploring listed resources. The Diversity Style Guide is a recognized resource used by journalists and
media professionals in the United States and is a good place to start.

Currently, MSU’s guide does not include recommendations around socioeconomic status, age, body
type, veteran status, parent identity and incarcerated people, or land acknowledgment and land-grant
identity and demographics, which may be included in the future.

In addition, while this guide includes disability language, it is not intended to provide a comprehensive
list of accessibility practices. Consult the Web Accessibility website for current recommended standards.

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Gender and Sexuality
Language is shifting and changing all the time, as is society’s understanding of gender and sexuality.
Gender is not synonymous with sex. Gender refers to a person’s social identity, while sex refers to
biological characteristics.

Visit MSU’s Name, Gender, Sexual Identity and Pronoun Data Policy for a list of suggested data labels to
use.

Best Practices

• Legal Name: The name that appears on an individual’s legal documents (i.e., passport, driver’s
license, social security card, etc.)
• Name: The name used by an individual for self-identification should always be used to refer to
that individual unless required or requested. Do not “deadname,” or use someone’s legal name
in direct communication with the individual. In addition, weigh the risks of potentially outing or
revealing their gender and sexuality to others through their name.
• Legal Sex or Birth-Assigned Sex: This designation refers to a person’s biological, morphological,
hormonal and genetic composition and should not be confused with gender. This is the sex
marker on a person’s birth certificate — typically, intersex, female or male.
• Gender: A person’s deep-seated, internal sense of who they are as a gendered being,
specifically: woman, man, cisgender, transgender, nonbinary, genderqueer, gender
nonconforming, agender and two-spirit individuals. Some legal documents now allow for a
person’s gender to match their gender presentation.
• If you use the term transgender, also consider using cisgender. Not including cisgender implies
that cisgender identities are more valid than transgender identities. Note that cisgender is not
synonymous with heterosexual, which refers to sexual orientation.
• Sexual Orientation: An individual’s sexual orientation is different from gender. It refers to a
person’s physical, romantic and emotional attraction. Transgender people may be straight,
lesbian, gay, bisexual, etc. For example, a person who transitions from male to female and is
attracted to men may identify as a straight woman.
• LGBTQIA2S+ is often used at MSU to refer to lesbian, gay, bisexual, transgender, questioning
and/or queer, intersex, asexual and two-spirit groups. The plus sign refers to the inclusion of all
identities that are not specified in the acronym. However, LGBTQIA+ is the recommended
umbrella term for communications with external audiences.
• LGBTQIA+ is acceptable on first reference for lesbian, gay, bisexual, transgender, queer,
intersex, asexual and additional identities. Spell out in story.
• Pronouns: Do not assume an individual’s pronouns based on appearance. Always use the
pronouns someone uses to refer to themselves or ask for the person’s pronouns. Do not refer to
someone’s pronouns (or name) as their “preferred” pronouns. Simply call them “pronouns.”
Likewise, “preferred” name implies a person’s name is optional.
• While pronouns may be placed in parentheses in a signature line, bio or nametag, do not put
pronouns in parentheses following a person’s name in a story unless requested. Just use their
pronouns. When unsure or unable to confirm someone’s pronouns, the best option is to refer to
the person using their name or default to the gender-neutral ‘they.’

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 • Pride: Capitalize Pride when referring to specific events or organizations honoring LGBTQIA+
communities and on subsequent references. For example, Pride Month is commonly called Pride
for short and is capitalized as an adjective in terms: “at the Pride parade.” Lowercase pride in
the context of generally having pride in one’s LGBTQIA+ sexual orientation or gender, including
pride events or the pride flag.
• It is common to reference binary genders, him and/or her, when speaking to large groups of
people or providing examples. De-center the binary and use him, her, they or simply use the
gender-inclusive terms: people, folks, everyone, etc.
• When using courtesy titles, which include Mx., Miss, Ms., Mrs. and Mr. allow the option to enter
another prefix or select none. Do not automatically assign honorifics based on a person’s
assumed gender.
• When describing events, identify the locations of nearby all-gender and accessible restrooms so
that guests can plan accordingly.
• Go to the race and ethnicity portion of the guide for information on intersecting identities,
including Latine/x and two-spirit.

Terms to Avoid

• Avoid the term “female” as a noun for women. The pejorative term reduces women to their
assumed biological anatomy.
• Avoid the term “nickname,” which implies that a person’s name is a substitute for their legal
name.
• “Queer” is originally a pejorative. It is an umbrella term covering people who are not
heterosexual or cisgender. Avoid using the term unless people or organizations use the term to
identify themselves.
• “Sexual preference.” Use “sexual orientation.”
• “Homosexual.” Use “gay” or “lesbian.”
• “Hermaphrodite.” Use “intersex.”
• “Closeted.” Use “not out.”
• “Normal/norm” to refer to people who are not transgender, gender fluid or nonbinary.
• “Sex change.” Use “gender transition.”
• “Transsexual” or “transgendered.” Use “transgender” only as an adjective.

Inclusive Alternatives

Also refer to the gender-neutral writing entry in the MSU Editorial Style Guide.

• Instead of “freshman” and “upperclassman,” use “first-year” and “advanced.” Consider using
“second-year,” “third-year” and “fourth-year” in place of “sophomore,” “junior” and “senior” to
move away from male-centric and western father-son language.
• Instead of “emeritus,” use “emeritum.”
• Technically, “alumni” is the masculine plural form of “alumnus” but is often used to refer to
gender neutral graduates. Consider using “graduate(s)” or “alum(s)” as alternatives. Does not
apply to office or established group names.
• Instead of “women’s/men’s restroom”, use “restroom” or “all-gender,” ”family” or ”single-
occupant restroom.”

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 • Use inclusive terms, such as “chair,” “spokesperson,” “parents,” “siblings,” “relative,” “family,”
“companion,” “significant other,” etc.

Resources

MSU Gender and Sexuality Campus Center: Glossary

MSU Gender and Sexuality Campus Center: Promising Practices for Collecting and Managing Names,
Gender, Pronouns, Honorifics and Sexual Identities

MSU Gender and Sexuality Campus Center: Promising Practices for LGBTQIA2S+ Communications

Associated Press Stylebook: Making a case for a singular ‘they’

Best Colleges Conscious Style Guide: Gender and Sexuality

Gender Spectrum: The Language of Gender

GLAAD: Media Reference Guide

National LGBT Health Education Center: Creating an Inclusive Environment for LGBT Patients

The Association of LGBTQ Journalists Style Guide

Trans Journalists Association

USA Today Network: Accuracy, Depth and Respect: What to Know When Reporting on Trans People and
Their Stories (2020)

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Race and Ethnicity
Federal census entities recognize race and ethnicity as separate categories. Accordingly, race is based on
physical or biological characteristics and ethnicity refers to a shared culture or ancestry that is linked to
language, practices and beliefs or place of origin.

Federal Integrated Postsecondary Education Data System guidelines assign individuals to one of the
following race and ethnicity groups.

African American or Black: a person having origins in any of the Black racial groups of Africa.

American Indian or Alaska Native: a person having origins in North and South America (including
Central America) and who maintains tribal affiliation or community attachment.

Asian: a person having origins in East Asia, Southeast Asia or the Indian subcontinent including,
for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands,
Thailand and Vietnam. Separated from Pacific Islanders as of 2010.

Hawaiian or Pacific Islander: a person having origins in Hawaii, Guam, Samoa or other Pacific
Islands. Separate category as of 2010.

Hispanic or Latino: a person of Cuban, Mexican, Puerto Rican, South American, or Central
American or other Spanish culture or origin regardless of race.

White: a person having origins in any of the original peoples of Europe, the Middle East or North
Africa.

Two or More Races. Added in 2010.

Limitations of federal race and ethnicity categories:

This guide recognizes that race and ethnicity are socially constructed and uses them interchangeably
with the purpose of more accurately writing about the diversity of MSU. With that said, the current
categories are limited and do not accurately capture diversity.

For example, North African and Middle Eastern-identifying individuals are categorized as white, which
may not align with the group’s overall experience. The category of Asian combines people of numerous
origins despite different multicultural backgrounds. For Asian Americans, this has led to narratives being
shaped by majority members. Addressing these limitations in communications can help reduce
stereotypes like xenophobia or the model minority myth.

Given the complexity and evolving nature of this topic, the following recommendations offer general
guidance on how to refer to racial and ethnic groups.

Best Practices

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Use racial and ethnic identification only when it is pertinent to the content. If you include someone’s
race and ethnicity, be sure to ask the person how they would like to be identified.

As a rule, communicators should recognize that individual racial and ethnic identity varies and be careful
not to prescribe an identity without consent. Avoid stereotypes. Use a multiracial lens and consider all
communities of color.

Ensure that headlines, images, captions and graphics are fair and responsible in their depiction of
underrepresented people and coverage of issues. Be careful not to use images that depict racial ethnic
groups in a deficit manner.

Capitalize Black, Asian, Indigenous, Native, Jewish, Arab, etc. and do not capitalize white. Use as an
adjective: Black culture, Asian studies, Jewish people, Muslim faculty, Hispanic, Chicano/a or
Latino/a/e/x community, etc. Visit AP News for more info.

Black or African American

• African American and Black are not synonymous. A person may identify as African or African
American or Black from geographical regions or with a distinct cultural heritage, for instance,
Afro-Caribbean, Afro-Latine/x, Afro-Indigenous or Afro-Asian. Be specific in text, speech and
graphics when writing about the experiences of a particular community to avoid potential
pitfalls.
• Capitalize Black History Month, Juneteenth and Afrofuturism, and in general, the names of
heritage month recognitions and celebrations.
• When communicating about diverse groups avoid the pitfalls of the Black-white binary that can
limit conversations about race to the two groups.

Asian Pacific Islander Desi American and Asian

• APIDA: acronym for referencing the Asian Pacific Islander Desi American group. Add “and Asian”
to be inclusive of international communities, shifting the abbreviation to APIDA/A.
• Asian American is acceptable for referring to a group of Americans of Asian descent from various
countries. When possible, refer to a person’s specific country of origin or follow the person’s
preference.
• The model minority myth presents Asian Americans as exemplary to downplay racism and
inequity in the United States. If appropriate, specify an individual’s multicultural background to
allow a greater understanding of the disparity experienced by people within broad categories.
• Pacific Islander encompasses Indigenous peoples within Melanesia, Micronesia and Polynesia,
including Native Hawaiian (Kānaka Maoli), Samoan, New Zealander (Māori), Guamanian or
Chamorro, Fijian, Tongan and Marshallese peoples and other Pacific Islanders.
• Desi refers to the diaspora group of people from the Indian subcontinent, or South Asia, that
includes Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan and Sri Lanka. List of
global diasporas.

North American Indigenous and Native Peoples

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 • “American Indian” and “Native American” is culturally outdated, although tribal governments’
names still use the term. Communicators should identify Indigenous people by their specific
tribes, nations or communities in text, speeches and graphics.
• "Indigenous People" refers to a group of Indigenous peoples with a shared national identity.
Capitalize "people" when referring to specific groups (e.g., the Indigenous People of Mexico).
Otherwise, only capitalize "Indigenous" in Indigenous peoples or "Native" in Native peoples in
general. When using "people(s)" with member names, do not capitalize, e.g., "Anishinaabe
peoples" or "Ojibwe people."
• First Nations or First Peoples are acceptable, although First Nations is generally used to describe
Native People in Canada.
• The Indigenous inhabitants in the Great Lakes region of the United States and Canada are the
Anishinaabeg (adjective: Anishinaabe) — Three Fires Confederacy of Ojibwe, Odawa and
Potawatomi peoples. Use Anishinaabe with a modifier to identify Anishinaabe peoples,
students, leaders, language, etc.
• The term Native can be used as an adjective to describe cultural practices, such as Native foods,
Native art or Native media. When applying use discretion, as the term “going native” is used as a
colonial pejorative.
• Use “two-spirit” to be inclusive of Indigenous North Americans to describe Native peoples who
fulfill a third-gender role in their cultures. Māhū in Native Hawaiian and Tahitian cultures are
third-gender people, similar to Tongan fakaleiti and Samoan faʻafafine.
• Use the present tense and make Indigenous people relevant and contemporary. Using the past
tense reinforces stereotypes of the “vanishing Indian” and negates the experiences and the
dynamic culture, not to mention the displacement of Indigenous peoples.
• Consider the sensitivity around United States holidays that are celebrations of colonialism, such
as Thanksgiving. Instead of Columbus Day, MSU recognizes Indigenous Peoples’ Day on the
second Monday in October to celebrate the first inhabitants of the Americas.

Hispanic, Chicano/a or Latino/a/e/x

• While common to see Hispanic, Chicano/a and Latino/a/e/x used interchangeably, they are not
synonymous. Hispanic generally refers to people with origins in Spanish-speaking countries.
Chicano/a refers to people of Mexican descent born in the United States but another term to
use can be Mexican American. Latine/x or Latino/a refer to people with origins in Latin America
and the Caribbean, including Puerto Rico, Haiti, Dominican Republic, Jamaica, Trinidad and
Tobago, etc. Always follow the person’s preference.
• Use Latinx for any source who selects it and as an all-gender adjective to describe large groups
such as Latinx voters. On first reference, include a brief explanation: “Latinx is a gender-inclusive
description of people of Latin American descent who live in the United States.”
• Latine (la-TEEN-eh) is another gender-inclusive alternative to Latinx that is easier to pronounce
and the -e already exists as a gender-neutral form in Spanish. Use Latine over Latinx but always
defer to a person’s preference.

Middle Eastern and Multiracial

• Middle Eastern or North African refers to a grouping of countries situated in and around the
Middle East and North Africa. The demographic category is used to distinguish from the
experiences of white people.

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 • Multiracial is the recommended term when referring to people of two or more races and
ethnicity groups.

Racism and Justice

• AAPI is a common acronym for Asian American and Pacific Islander that is associated with the
Stop AAPI Hate movement. Capitalize Asian in anti-Asian.
• Lowercase xenophobia, which refers to a groups’ experiences of “outsider” or “international”
bias.
• Black Lives Matter is capitalized, and BLM is acceptable on second reference.
• Use caution when using the terms racist, xenophobic, bigoted, biased and nativist, which should
not be used to describe a person but rather a specific policy, system, action or statement.
Lowercase anti-racism with a hyphen.
• Lowercase antisemitism and antisemitic without a hyphen.
• Capitalize Islamophobia.

Terms to Avoid

• “African” or “Black slaves” removes agency and does not acknowledge the act of enslavement.
Instead use “enslaved Black people” or “enslaved African Americans.”
• “Blacks,” “colored” or “Negro” are derogatory terms and should not be used.
• “Brown” has been used for South Asian Americans, Middle Eastern Americans and Hispanic,
Chicano/a and Latino/a/x Americans either as a pejorative term or as self-identification. Use
specific racial identities.
• “Caucasian” as a synonym for white, unless in a quotation.
• “Ghetto” or “slum” as a synonym for the sections of cities inhabited by underrepresented and
poor people.
• Avoid referring to someone from an underrepresented group as “articulate,” as this can
reinforce negative tropes.
• Don’t use the shorthand “POC” for people of color, “BIPOC” for Black, Indigenous and people of
color or “QTBIPOC” for queer, transgender, Black, Indigenous and people of color unless in a
direct quote; when used, explain it. These are vague terms that may unintentionally leave out
race and ethnicity groups or create hierarchy. In some cases, other wording may be appropriate,
e.g., “students from various racial and ethnic backgrounds,” “diverse groups,” “various
heritages” or “different cultures.” Identify if you are writing about students, staff, faculty, staff,
alums, etc.
• “Racial minority” or “minorities” should be avoided, unless quoted or part of standard reporting.
• “Minoritized” or “marginalized” can remove agency and reaffirm deficit language, avoid using
unless in a quotation.
• Terms like “at-risk” or “underprepared” blame the person rather than the structures and
barriers that have neglected communities. Move away from deficit language by using
“underrepresented,” “underserved” or “historically disadvantaged.” However, use specific
group names whenever possible.
• Indigenous stereotyping and colonial language: “Indian princess,” “tribe,” “Michigan
Native,” “low man on the totem pole,” “powwow,” “sitting Indian style,” “bury the
hatchet,” “on the warpath,” “shaman,” “rain dance,” “savage,” “barbarian,” “off the

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 reservation,” “spirit animal,” “scalped,” “peace pipe,” “hold down the fort,” “frontier,”
“pioneer,” “founder,” “conquer and divide,” etc.
• “Eskimo” is a derogatory term used to stereotype and demean Inuit and Yupik people in the
Arctic polar region. It is best to use "Indigenous Australians" instead of "Aboriginal."
• Avoid reinforcing stereotypes around diseases and viruses that may impact members of a
particular group and/or play into stereotypes, such as Monkeypox, which should only be used
on first mention, e.g., “MPV – commonly referred to as Monkeypox.”

Resources

Asian American Journalist’s Association: Guidances and Resources

Best Colleges Conscious Language Guide: Ethnicity, Race and Nationality

Conscious Style Guide: Ethnicity, Race + Nationality

Native American Journalists Association: Reporting Guides

National Association of Black Journalists: Style Guide

National Association of Hispanic Journalists: Cultural Competence Handbook (2020)

National Museum of the American Indian: The Impact of Words and Tips for Using Appropriate
Terminology: Am I Using the Right Word?

Race Forward: Race Reporting Guide

Radical Copy Editor: Thirty Everyday Phrases That Perpetuate the Oppression of Indigenous Peoples
(2020)

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Global Identity
When covering topics of global immigration, nationality and religion, accuracy is important to avoid
oppressive and offensive language. It is vital to avoid centering ethnocentric perspectives. Always
confirm references to international, migrant and religious communities.

In addition, conceptions of national identity can be complex. Consult with your interview subject about
how they identify and whether it should be part of the content.

Recognizing what is known and not known to both audience and communicator is important. Ensure
details relative to garments, food, language and holidays are accurately represented.

Avoid American-centric terms that could be detrimental to an underrepresented group.

General information for MSU families with mixed immigration status is available on the Undocumented
Student Resources website.

Best Practices

• When writing about people who are not from the United States, don’t only refer to them as
international. Name the country, not just the continent. This helps reduce generalization and
creates awareness about parts of the world that are not as commonly known to American
audiences. For example, avoid lumping all Asians together as a monolithic group.
• Don’t confuse national identity with ethnicity or religion. A country or state encompasses people
of different ethnicities and/or religions. For example, use “Arab” to refer to someone who
speaks Arabic and not as a nationality, and use “Muslim” to refer to a follower of the religion of
Islam. Not all Arabs are Muslims and not all Muslims are Arabs. Similarly, use “Israeli” to refer to
a citizen of the state of Israel and use “Jew” or “Jewish person” to refer to an ethnoreligious
follower of Judaism. Not all Israelis are Jews, and not all Jews are Israeli.
• Differentiate between the name of the language and religion and the people. For example, Hindi
= language and Hindu = following Hinduism (religious belief); or Islam = religion and Muslim =
follower of Islam; or Sikhism/Sikhi/Sikh Dharma = religion and Sikh = follower of Sikhism; or
Uyghur = Turkic language/people of Western and Central Asia who are predominantly Muslim.
• Capitalize the names of religions (and religious followers): Judaism (Jews), Islam (Muslims),
Hindu (Hindus), Christian (Christians), etc. Vodou is a religion; do not use “voodoo.”
• The debate over word choice to describe migrants, immigrants and immigration is often
contentious. Humanize people and their experiences with specific language.
o Refugee is often used as a blanket term for someone displaced by war, violence or
persecution, but there are different categories of displaced people.
o An immigrant is a person who moves to another country intending to settle there
permanently.
o Migrants are people moving within a country or through another country for reasons
beyond conflict and persecution and settlement.
o Internally displaced people are seeking safety in other parts of their country.
o Asylum-seekers are people seeking international protection from conflict and
persecution.

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 o Returnees are people who have returned home after being displaced.
o Exiles are people who have been thrown out or forced to flee authoritarian regimes.
• Identifying a student, staff or faculty member as an international person should only be done
when the designation is relevant.
• Refer to “continental United States” instead of “the mainland.”
• When possible, include accent marks, especially in names of people or places, as they can
change pronunciation or meaning. For example, in Spanish when the tilde ~ is placed over
Spanish n when pronounced ny, as in señor, or Portuguese a or o as in São Paulo.
• Ask for the pronunciation of names of people, places and religions or use an online tool.
• Always use images directly related to the main subject of the communications. If you use
archive or stock images, they should be referenced and relevant.
• Pay special attention to the positioning of headlines in relation to the images used and be aware
of playing into existing biases, such as a headline on coronavirus with a photo of East Asian
people, which may perpetuate xenophobia.

Terms to Avoid

• American-centric or first-world language: “foreigner,” “alien,” “illegal immigrant,” “illegals,”

“America” when referring to the United States (refers to North America, Central America and
South America), “backward” or “third world.”
• “Expatriates,” or “expats,” reinforces negative stereotypes, differentiating migrant
white-collar workers of western countries from migrants or immigrants from less-
westernized countries.
• Labeling a person as an “illegal immigrant” or “illegal” is not only dehumanizing but also a poor
way to describe someone’s migration status. Consider using “undocumented immigrant” or
“immigrant who is undocumented.”
• Do not use “oriental” to refer to East Asian nationals and peoples.
• Avoid charged words and judgmental labels to describe religions and religious communities such
as “extremist,” “militant,” “terrorist,” “radical,” “fundamentalist,” “cult”, “sect,” “devout” and
“pious.”
• Avoid the contentious term “Islamist” and instead use the specific name of the group,
movement or institution.
• In winter and spring, avoid references to majority religious imagery and language, such as the
word “merry” or “Christmas trees,” “wreaths,” “holly,” “bells,” “gifts,” “reindeer,” “bunnies,”
“eggs” and “chicks.” Use terms like “wishing you a wonderful winter/spring break” or “best
wishes for the new year.”

Resources

MSU International Studies and Programs: Globally Inclusive Language and Images Webinar Series (2021-
22)

Awareness in Reporting: Reporting on Religion

Best Colleges Conscious Style Guide: Ethnicity, Race and Nationality and Citizenship

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Conscious Style Guide: Ethnicity, Race + Nationality

Ethical Journalism Network

Harvard University: The Pluralism Project

National Association of Hispanic Journalists: Cultural Competence Handbook (2020)

Religion Stylebook

The GroundTruth Project: The dos and don’ts of religion reporting (2019)

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Disability
How the university communicates about people with disabilities, including accessibility practices, can
create a more inclusive campus experience for many Spartans.

The use of person-first or identity-first language is an ongoing discussion in the disability community.
These terms reflect bigger perspectives and conversations surrounding what disability is and how it
relates to personhood.

Person-first language puts the person before the disability and describes what a person has, not who a
person is. For example, phrases such as “students on the autism spectrum” or “individuals with
disabilities” is an effort to move directly away from historically offensive phrasing, while affirming
humanity. Person-first language is the acceptable etiquette for most circumstances.

More recently, a growing number of people within the disability community are using identity-first
language. This approach puts disability first in the phrase, such as “autistic person.” For people who
prefer identity-first language, it is often a point of empowerment and pride. If a person selects identity-
first language, respect that decision. As always, the recommended practice is to ask individuals how they
would like to be referred.

Accessible web pages and digital documents are the responsibility of every MSU community member.
MSU’s Web Accessibility Policy defines the accessibility requirements for university web pages and
digital content and contains resources, learning tools and training for creating accessible documents and
other web and digital content.

Accordingly, use closed captioning for videos. Provide Word document versions of PDFs. Practice
accessible design and include a text description for all images. Use styles and headers when preparing
Word or text-heavy documents to provide clues about important information that can be helpful to
individuals with learning disabilities and screen readers.

Best Practices

• Maintain the confidentiality of a person’s disability. Do not disclose an individual’s disability

without their consent and then only as necessary.
• Expand the representation of people with disabilities in photos and visual materials to include
invisible disabilities.
• “Impairment” has a negative connotation. Avoid terms like “visually impaired” or “hearing
impaired.” Instead use the terms, “blind” or “low vision” or “deaf/hard of hearing.”
• “Confined to a wheelchair” or “wheelchair bound” describes a person only in relation to a piece
of equipment designed to provide independence rather than confine. Emphasize what a person
can do, not their limitations, such as “person who uses a wheelchair” or “wheelchair user.”
• Avoid using the term “special needs.” This term is patronizing, as everyone has needs and the
needs of individuals with disabilities are not “special.”
• Use person-first or identity-first language instead of “differently abled,” “physically challenged”
or “happens to have autism.”

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 • Functioning labels are common when describing the nature of someone’s disability, like “high-
functioning” and “low-functioning,” which can vary per activity and imply judgment. Unless you
are quoting a source, consider specifying the relevant activity. “The first-year student resides
off-campus and accesses the Resource Center for Persons with Disabilities for accessible
textbooks and assistive technology services. They have strong verbal skills but sometimes miss
social cues.”
• Do not describe an individual as mentally ill unless it is pertinent and the diagnosis is properly
sourced. Mental illness is a general condition. Specific conditions should be used whenever
possible.
• Many experts distinguish between mental illness and developmental disorders. Unlike mental
illness, which can be successfully treated, developmental disorders are lifelong disabilities
affecting a person’s learning ability. “Neurodiversity” is the term used to refer to people with
developmental disorders, including autism spectrum disorder, dyslexia, attention deficit
hyperactivity disorder, cerebral palsy, etc.
• Only capitalize names of disorders, diseases, therapies and related terms when known by the
name of a person, such as Parkinson’s disease.
• Avoid ableist language and be inclusive of the perspective of those who have a disability. When
writing or speaking in a conversational tone, this language tends to emerge in everyday
language and as figures of speech that intentionally or unintentionally discriminate or oppress
individuals with disabilities. Refer to the “terms to avoid” section for examples.
• When asking about accessibility needs for events, center on what is being provided, use “to
request an accommodation to participate in this event” instead of “to request accommodation
for persons with disabilities.”
• When describing an event, identify the accessible entry points to the venue, including the
locations of all-gender and accessible campus restrooms and utilize the barrier-free webpage for
information on accessible entrances on campus. Consider ways to be inclusive for walk/run or
other events.
• When presenting at events, consider introducing yourself with a brief description of your
appearance that can include clothing, hair, eye color and skin tone. Speakers should re-
introduce themselves by identifying their names before they speak. Presenters should describe
all visual images, graphics, text or tables/charts that appear on screen. Accessible copies of
presentations should be provided prior to an event. Presenters should always use a microphone
to amplify their voices.
• For boilerplate language for inclusive programs, events and courses, visit the Resource Center
for Persons with Disabilities.
• Representing diversity of size in communication and being sensitive to language is essential. Be
aware that the terms “obese,” “obesity” and “overweight” are pathologizing stigmas in the size-
diversity community. Do not use these when describing individuals outside of communicating
about research. Use “higher weight” or “larger-bodied” if necessary and consider the barriers
that “students of size” face in marketing, events and classroom experiences.

Terms to Avoid

• Referring to individuals with disabilities as nouns. For example, avoid using of the terms “an
autistic,” “an epileptic” or “the disabled.”

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 • Ableist language: “crazy,” “insane,” “bonkers,” “nuts,” “psycho,” “demented,” “senile,” “loony,”
“lunatic,” “psychotic,” “addict,” “invalid,” “vegetable,” “paralyzed,” “lame,” “madhouse,” “tone-
deaf,” “spazzing out,” “braindead” or “blindly.”
• When writing a DEI-related stance or inclusive messaging on sensitive topics, avoid metaphors
that draw attention to specific disabilities such as, “the blind leading the blind.”
• Do not use “obsessive-compulsive disorder,” or “OCD,” “attention deficit/hyperactivity
disorder”, or “ADHD,” “post-traumatic stress disorder,” or “PTSD,” or any other condition to
describe undiagnosed behavior.
• Do not use “able-bodied” or “normal” when referring to people without disabilities. Instead, use
the terms, “an individual without a disability,” or “neurotypical” to describe an individual
without a learning disability, autism, ADHD, etc.
• “Midget” is a derogatory slur. Instead use the terms “people of short stature” or “having
dwarfism.”
• “Stricken with,” “suffers from,” “victim of” when referring to a disability.
• Terms that label a group the “disabled/handicapped,” “crippled” or “deformed.”
• “Mental retardation” is offensive and outdated. Use “developmental disability,” “cognitive
disability” or “intellectual disability.”
• Refrain from using the word “special” when writing about persons with intellectual disabilities.
• “Unfortunate” when talking about people with a disability. Impairment does not have to be life-
defining in a negative way.
• “Mongoloid” or “downs” is derogatory. Use “person with Down syndrome.”
• The term “substance abuse” is considered outdated and perpetuates shame and trauma.
Instead, use “substance use” or “substance use disorder.”

Inclusive Alternatives

• Instead of “crazy,” use “wild,” “irrational,” “ridiculous,” “silly,” “absurd” or “outrageous.”

• Instead of “OCD,” use “fastidious,” “overscrupulous,” “perfectionist” or “meticulous.”
• Instead of “visually challenged,” use “blind” or “low vision.”
• Instead of “birth defect,” use “congenital disability.”
• Instead of “epileptic fit,” use “seizure.”
• Instead of “brain damage,” use “brain injury.”
• Instead of “handicapped parking,” use “accessible parking.”

Resources

MSU Resource Center for Persons with Disabilities

MSU Web Accessibility

Americans with Disabilities Act National Network: Guidelines for Writing About People with Disabilities

Americans with Disabilities Act

Association on Higher Education and Disability

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Best Colleges Conscious Language Guide: Disability

Center for Disability Rights: Disability Writing and Journalism Guidelines

Conscious Style Guide: Ability + Disability

National Association to Advance Fat Acceptance

National Center on Disability and Journalism: Disability Language Style Guide

The Conversation: Watch Your Language When Talking About Autism (2015)

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