
What's the Best Way to Refer to Disability?
After a brief hiatus, we're picking our series of diversity, equity, and inclusion (DEI) terms back up!
This month we're looking at different ways of addressing people with disabilities.
We'll give an overview of different terms' history and acceptance—like able bodied and disabled, as well as disabled or differently abled—and address the myth that there's only one "politically correct" term for disabled people or people with disabilities. (Spoiler alert: there's not, since just like past DEI terms we've covered such as BIPOC and Latinx, it's up to individual people from those communities to determine how they'd like to be addressed or described.)
Historical context on disability in the public sphere
Bear with me for a moment as we zoom back to cover the history of how disability has been perceived, treated, legislated, and addressed. People with disabilities have long faced the same kind of mistreatment as other out-groups, but the disability rights movement isn't enshrined in history books like similar movements for civil rights, women's rights, or gay rights. It's hard to dive into the minutiae of different terms without understanding just how far the world has come in how it sees disability—and just how far it has to go. Much of the below context is drawn from Minnesota's Council on Developmental Disabilities' in-depth archive and history project, "Parallels in Time: A History of Developmental Disabilities."
We'll start with the Roman empire, where people saw disability as a mark of divine wrath and laws stated that children with disabilities should be put to death.
It was a pretty big deal, then, when Jesus came on the scene and publicly spent time with people with disabilities and illnesses; some scholars credit Christianity with sparking more humane treatment of people with disabilities. In the Middle Ages, the Roman Catholic Church started asylums for certain communities, including abandoned infants and people with disabilities.
It wasn't until Elizabethan England that governments started to provide care for people living in poverty and with disabilities, and it took the French Revolution for society to accept the idea that humanity itself conferred dignity, and that people with disabilities deserved care and help, not ostracization and punishing conditions. It would be centuries until that actually happened, though.
While doctors and scientists began to study disability in the 19th century, the prevailing beliefs at the time—including belief in phrenology, or the idea that skull shapes determined human characteristics—were rudimentary at best, and objectively incorrect and damaging at worst.
The U.S. government began trying to track people with disabilities in the 1950s, when it included questions about "mental retardation" on the Census. Many local governments institutionalized people of all ages with all levels of disabilities in dehumanizing conditions. The first special education classes in the U.S. began in 1896.
In the early 20th century, people with disabilities were still largely mistreated in the U.S. Hitler's Germany targeted people with disabilities as part of its campaign of ethnic cleansing.
As social movements began to grow in the post-WWII economic boom and people had leisure time and more access to education, people started to organize around rights for those with disabilities. Parents' associations began to form in the 1950s and put public pressure on governments, and terminology began to shift from "retard," "moron," and other terms now understood to be extremely derogatory, to other still-problematic terms like "handicapped."
In 1962, President John F. Kennedy, whose sister Rosemary had "mental retardation," created a panel to study the subject. In 1970, Congress introduced the Developmental Disabilities Services and Facilities Construction Amendments, which were updated throughout the 1970s, 80s, and 90s to fund "comprehensive services for people with disabilities" in the U.S. In 1975, the U.N. adopted the Declaration on the Rights of Disabled Persons, centered on human dignity, civil and political rights, right to medical treatment, rights to participate in social activities, and more.
In the 1970s and 80s, the movement around people with disabilities focused on encouraging independent living, or the idea that people with disabilities could make decisions about their own lives and activities (versus that power lying with institutions or families).
In 1990, Congress passed the Americans with Disabilities act, the first sweeping legislation that addressed discrimination against people with disabilities in employment, public services, public accommodations, and telecommunications.
Now, central tenets of the disability rights movement include inclusive language (we'll get to that in a movement), a shift in seeing disability not as a deficiency but as a strength, and the acknowledgement that society and its barriers are the real disability.
Respectful language: is there a "politically-correct" term for disabled?
Over the last few decades, terminology used to describe people with disabilities has changed drastically, and there's not one single term or reference that "won" the debate. Even the predominant term I'm using here—people with disabilities—isn't universally accepted.
Here's some framing from a New York Times op-ed by Rosemarie Garland-Thomson, a founding director of the Disability Studies Initiative at Emory University:
When I lecture about disability, someone always wants to know — either defensively, earnestly or cluelessly — the "correct" way to refer to this new politicized identity. What we call ourselves can also be controversial. Different constituencies have vibrant debates about the politics of self-naming. "People first" language asserts that if we call ourselves "people with disabilities," we put our humanity first and consider our impairment a modification. Others claim disability pride by getting our identity right up front, making us "disabled people." Others, like many sign language users, reject the term "disability."
The old way of talking about disability as a curse, tragedy, misfortune or individual failing is no longer appropriate, but we are unsure about what more progressive, more polite, language to use. "Crippled," "handicapped" and "feebleminded" are outdated and derogatory. Many pre-Holocaust eugenic categories that were indicators for state-sponsored sterilization or extermination policies — "idiot," "moron," "imbecile" and even "mentally retarded" — have been discarded in favor of terms such as "developmentally delayed" or "intellectually disabled."
The U.S. tends to use "people with disabilities" and the UK tends to use "disabled people." Around the world, referring to people with disabilities as their medical diagnosis is inappropriate. For example, you should say "the woman with epilepsy" instead of "the epileptic" and "blind people" instead of "the blind". (Note that "blind people" is an example of identify-first language, instead of people-first constructions like "person who is blind"; I'm using that here because that's what the National Federation of the Blind prefers. Also note that the NFB breaks the "rule" of not using "the" + a disability to describe a group of people with that disability in their very name. See how important it is to listen to individuals and communities as to how they'd like to be referenced versus relying on a set of guidelines?)
A brief and not-exclusive glossary of terms related to disability
The golden rule of writing about disability or addressing people with disabilities is to ask individuals how they prefer to be addressed. But when you can't ask individuals, here are some terms to understand and to decide between, drawn from resources from the American Psychological Association and the National Center on Disability and Journalism:
Terms to use:
Person with (impairment): This structure describes the person and their functioning, rather than reducing them to their diagnosis.
Person with disability, or disabled person: Generally the best ways to refer to people who have physical or mental impairments that "substantially limit one or more major life activities."
Terms to avoid:
Able-bodied: Describes someone who doesn't identify as having a disability. It implies that people with disabilities lack "able bodies," though, which many people take offense at.
Afflicted with: Suggests that a person with a disability is suffering.
Crazy, insane, psycho: Offensive terms to refer to mental health.
Differently abled: Previously touted as an alternative to "disabled," which means "not abled" and thus suggests people who are disabled lack an ability to live their lives. It's now considered a condescending way to discuss disability, or worse, a way to avoid addressing it altogether. After all, we're all differently abled.
Suffers from: Suggests that people with disabilities have overall lower-quality lives.
For more guidelines on what to use and to avoid based on specific disabilities, review the NCDJ's style guide.
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And for suggestions on what terms you'd like us to cover next, send us a note at hi@powertofly.com.
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5 Networking Tips to Score a Remote Job
As a result of the COVID-19 pandemic, millions of workers have turned to remote work. Before the pandemic in 2019, 22% of employers offered at least some remote work. Now in 2022, that percentage nearly doubled to 40%. The shift to remote work has become beneficial for me and many of my friends who are recent college grads starting their careers. It’s allowed us to dictate our own time and save money from commuting, spend more time with loved ones at home, and have the flexibility to travel and build connections from anywhere. Remote working has also changed how people network for jobs. We have more options now.
Since remote networking is so new, it can be challenging to understand how to do it effectively. Read on to learn my top tips for networking for a remote job.
1. Connect with your high school or college.
The schools you went to want to see you succeed! Connect with old professors, classmates, or alumni on social platforms like PowerToFly or LinkedIn. You can find connections through sports teams, clubs, or topics of interest that will help you build stronger relationships. Don’t be afraid to ask them for advice, mentorship, or even introductions.
2. Join a class!
Have you ever had a hobby that you never had the chance to pursue? Coding? Running? Painting? It’s never too late to learn something new. Plus, spending time doing what you love will introduce you to other people who love the same thing. Not only will this help expand your social circle, it can also help your career! Once you feel comfortable, talk to your classmates about your work, and ask them about theirs. The perk of classes like these is that you will build relationships with people from all different career backgrounds which will help you determine your career path, especially if you are looking for a mid-career pivot.
3. Register for the Early Career Summit.
My friends and I are very excited to join PowerToFly’s Early Career Summit this fall to meet the inspiring founders and CEOs of incredibly impactful companies. This is a great opportunity to get useful tips and learn about different perspectives, professions, and topics that you may be interested in.
4. Attend a virtual job fair and connect with leaders who inspire you.
Job fairs are great for meeting people who can be helpful because everyone attending is there to network! Job fairs at PowerToFly are a great place to meet hiring managers and recruiters from our sponsoring companies. If you come prepared with a resume it is an opportunity to make a great first impression with a company. After the virtual job fair, remember to connect with the people who stuck out to you and introduce yourself on PowerToFly or LinkedIn. Make sure to tell the recruiter who you are, and highlight what stood out to you about their talk.
5. Offer to help.
People really value your help (when it‘s needed). If you know someone in your network looking to hire a web designer and you know a great place to find one, don’t be afraid to make the connection! If you see a job opening that would be great for someone in your network, let them know! Helping people in this way will help build your trust and credibility.
Remote networking has its differences from in-person networking, but it has never been easier to have access to social platforms that can help create connections. It will take some creativity and hard work, but once you have the appropriate mindset the options are endless.
Careers in Web Development: Which One's For You?
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
Think of front-end development as the décor of a house. The color scheme, furniture, manicured lawns, and overall aesthetic. In terms of a website, front-end development is laser-focused on the appearance of a website and its presentation on different devices. If you’re considering a role in front-end development, it’s important to learn programming languages such as HTML, CSS, and JavaScript. These three languages go hand-in-hand. HTML allows you to create user interface elements, CSS helps you with stylistic elements, and JavaScript allows you to incorporate online tools and connect your website to back-end functions.
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Since this role is more code-heavy, it’s important that you learn numerous programming languages and understand algorithms and data structures. Some languages that are essential to back-end development are Ruby, Python, SQL, and JavaScript. Back-end developers also ensure that users can successfully retrieve and access data. This requires creating and using APIs (Application Programming Interfaces) which act as messengers that relay data related requests. Additionally, developing the code for the inner workings of a website also requires back-end developers to be conscious of the user interface features designed by front-end developers and to internally mitigate potential security risks. Due to the increased technical aspect of this position, back-end developers normally earn higher salaries than front-end developers. The average median salary for this role is around $118,000 per year.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
Engineering Teams Are Growing At CallRail! Join Them!
💎 Are CallRail's engineering teams the right fit for you? Watch the video to the end to find out!
📼 Engineering teams at CallRail encourage collaboration, communication, and empathy. Ayana Reddick, Senior Software Engineer at CallRail, shares what they are looking for in candidates and tells you why you’ll thrive there.
📼Engineering teams want candidates who have a growth mindset, love to learn, and are really good at communication. They also value team members who are excited about solving problems and working collaboratively. If you think you have what it takes, don't hesitate to apply.
📼At CallRail, engineering teams use Ruby on Rails for their backend, Angular on their frontend, and PostgreSQL for persistent data. They also use Jira for creating and tracking tickets, GitHub for their version control, and AWS for many cloud tools. Get familiar with these resources if you want to join them!
Engineering Teams And Diversity - Company’s Culture
CallRail seeks to hire from underrepresented groups. They pride themselves in selecting from a pool of very diverse candidates. They value the work that people do over their resumes. They encourage people to take their authentic selves to work. And they strive to create a supportive and welcoming environment. For this, they have Employee Resource Groups, that give voice to, provide safe spaces for, and educate the company at large. Some of their ERGs include the Rainbow Coalition, Black and Brown, Women Circle, and more.
🧑💼 Are you interested in joining CallRail? They have open positions! To learn more, click here.
Get to Know Ayana Reddick
If you are interested in a career at CallRail, you can connect with Ayana on LinkedIn. Don’t forget to mention this video!
More About CallRail
CallRail is here to bring complete visibility to the marketers who rely on quality inbound leads to measure success. Their customers live in a results-driven world, and giving them a clear view of their digital marketing efforts is the priority for CallRail. They see the opportunities in surfacing and connecting data from calls, forms, and beyond—helping their customers get to better outcomes.
Ashlee Bobb on Taking Advantage of Nike’s Financial Literacy Program
Below is an article originally published in April 2022 on Nike’s LinkedIn. Visit Nike's company page on PowerToFly to see their open positions and learn more.
“In my early twenties, I wasn’t the best at saving money. So, when I got the job at Nike and found out a financial coach was offered to me — for free! — I thought, ‘It’s time to be an adult. I should use this service to help me learn how to buy stock, tell me what I’m doing right with my money and where I can improve.’”
That’s Ashlee Bobb, Nike Media and Influencer Relations Manager, on the free, unlimited access to financial coaching offered to every U.S. Nike employee through EY Navigate™. EY coaches are trained on Nike’s benefits and programs, so Ashlee was able to work with her coach on a budget and savings plan utilizing Nike’s 401k match and Employee Stock Purchase Plan – all in one 45-minute session. She left the meeting feeling confident about what her next paycheck would look like and how her money would work for her.
“The EY coaches are really willing to come on the journey with you,” Bobb says, adding that hers was willing to work with the fact that, hey, she’s not going to give up take out, but still wants to save for the future. “The cool thing is I can see how this financial guidance could help me down the road when I decide to get married, buy a house, have a kid. Every Nike employee should take advantage.”
Sound like the kind of company you want to be a part of? Check out our open roles on jobs.nike.com