UNIT IV

Business Attire & Professionalism: Business style and

professional image - Dress code - Guidelines for
appropriate business attire - Grooming for success -
Multicultural dressing

Diversity Management- Gender Sensitivity- Social

Media and Communication with colleagues-Preventing
sexual Harassment-Disability Etiquette: Basic disability
Etiquette practices - Courtesies for wheelchair users -
Courtesies for blind or visually impaired - Courtesies
for the deaf - People with speech impairments.
 Business Attire
• Business attire refers to the clothing that employees wear to work. Appropriate
business attire can vary from company to company and even from job to job.
• Business attire can contain many different types of clothing, each of which may
be appropriate in certain circumstances and inappropriate in others. For
example, at your place of work, a suit may be appropriate for a job interview but
too formal for everyday business.
• Dress codes range from formal to business casual to casual, depending on the
needs of the individual workplace and the customers it serves.
• Employees who want to fit in well at their workplace wear the clothing that is
expected and adhere to the company's standard of appropriate business attire.
• Business attire is often dictated by a written company dress code, which can
explain what is acceptable clothing and what is not. The level of formality of
business attire varies depending on the workplace and is usually described in the
dress code, if there is one. However, you don’t need an official dress code to
understand what constitutes appropriate business attire in your workplace. You
can form a good idea of what is appropriate by just looking around you.
 Business Attire
• The formality of the workplace dress code is normally determined by
the number and type of interactions employees have with customers or
clients in the workplace. In workplaces that are frequented by clients
who expect their counselors to exhibit ​professionalism and integrity,
the dress is often formal. This includes law offices, financial consulting
firms, banks, and some large businesses.
• Tech firms and start-ups generally favor casual dress, essentially what
employees would wear to watch a sporting event or to grocery shop on
the weekend. But, with 60% of millennials and employees in general
favoring more casual dressing, employers who want to remain attract
talent are offering casual dress as a perk.
• Casual dress code is the dress code that most employees want.
Competitive employers allow employees to dress casually for work.
• An organization may choose to have two dress codes. A more casual
dress code is normally adopted for employees with no customer or client
contact.
 Business Attire
• In some professions, dress codes are so strict that clothing is called a
uniform. You want everyone to know who the police officer is, for
instance. If your company sends out plumbers or cable television
installers, your employees are showing up in strangers' homes to do
work. 
• A uniform identifies them as the person hired and not some random
guy off the street.
• Employees that work at clothing stores are often required to wear
clothes the store sells. Target requires khaki pants and red shirts so
that their employees are easy to spot.
• In some jobs, dress codes are important because you are
representing the company.
• “don't dress for the job you have; dress for the job you want”
It's perceived as good advice because appearance influences what
people think of your work performance.
 Business Attire
Legal Requirements for a Dress Code
• Companies can generally decide how they want their
employees to look, with some very important exceptions.
First, the dress code should not discriminate. Men and
women need to have similar standards.
• Second, the dress code has to allow for religious
accommodations if they are reasonable. Employers need
to accommodate an employee whose religion requires
them to keep their head covered or to wear a religious
necklace unless there are extreme circumstances.
• If you're writing your company's dress code, it's ideal
to double-check with your employment attorney
before implementing it as policy.
 Importance of Business Attire
• The major reason why dressing in proper business attire is important for
every business professional is because it presents a visual image and sends a
message that the employees are professional. In business dealings, this image and
message needs to be professional.
Your professional image speaks volumes about you and it will help you develop and
establish a good reputation in all business situations. People will form their first
impression of you in 7 seconds or less. People judge you on your appearance, your
competence, your personality and your core values.
• You never know when you will be required to meet with someone from outside
your company. Your image to this outsider will be the image of your company that is
remembered. In business dealings, this image and message needs to be professional.
That image could indirectly mean the difference between securing a new deal,
contract or sale and losing the opportunity to make that deal.
• Corporate dressing helps you develop a magnetic personality which attracts other
individuals. 
• Corporate dressing helps you inculcate a good and healthy culture at the workplace.
• Dress code makes an individual disciplined and inculcates a sense of team spirit
among employees.
Guidelines for appropriate Business Attire
Business attire tips
When deciding how to dress for certain situations, there are a few things to consider:
• If you work in an office, pay close attention to the way people dress. While the office may be
casual, you might notice that people in leadership positions dress slightly more formally. You
may choose to dress similarly to the people who hold the position you would like to reach.
• If you’re going to an interview, check the company’s “About Us” page and social media
profiles for clues about their culture. They might have pictures or videos about their offices
where you can see how employees typically dress. If you’re still unsure, ask your recruiter or
another contact what they recommend you wear to be successful in the interview.
• If you’re going to a business meeting, ask your colleagues who may know or have met with
this same person about how their offices operate and how you can appear respectful and
professional during your meeting with them.
• In any setting, avoid overly large or busy accessories, heels that are four inches or higher, and
any clothing with profanity or possibly offensive imagery or phrases.
• You might use different styles of business attire for different settings or occasions. Pay
attention to the dress code, if applicable. If not, look to other people’s style of dress or ask
around if needed. Dressing appropriately can help you be seen as a professional employee
who cares about their success in the role
Guidelines for appropriate Business Attire
• It is rightly said that “a man is known by his dress and address”.
• Do not wear loud colours to work. 
• Never wear excessive and flashy accessories to work. 
• Make sure your clothes are clean and ironed properly.
• Make sure the shirt you are wearing is crisp and clean.
• Do not wear a tie just for the sake of it. 
• Price has nothing to do with “smart dressing”. No one will ask you to show the label.
Make sure whatever you are wearing goes with your personality and looks good on you.
• Beware of casual Fridays. Casual Fridays have the potential to turn into real fashion
disasters. It is important to remember that the workweek has not ended on Thursday and
that the images and messages sent on Friday must be consistent with each of the previous
days of the week.
• Be comfortable. This applies to the fit of your attire and the comfort of the shoes you
wear. Comfort needs to trump fashion in the choices made.
• Be modest. It is most important to get attention for great work rather than gaining
attention for wearing the latest fashion Dress.
• Last but not the least do not forget to flash your trillion dollar smile. No dress would look
good on you if you look sad and gloomy.
Diversity Management
 Diversity Management
• Diversity Management is the deliberate effort made by the
leaders of an organization to hire diverse talent and
support an inclusive workplace that values and protects
each of its employees equally by providing resources to
learn from, connect with and respect individual differences.

• Diversity management is a process intended to create and

maintain a positive work environment where the similarities
and differences of individuals are valued, so that all can
reach their potential and maximize their contributions to an
organization's strategic goals and objectives. Diversity in
Relation to Culture.
 Cultural Diversity
• Cultural diversity, which otherwise is referred to as multiculturalism,
represents a large system of beliefs that respects and encourages
contributions from all the different groups making up an organization.
• Cultural diversity describes a representation of different cultural and
ethnic groups in society. But when talking about diverse employees, it
refers to the “result of practices, values, traditions, or beliefs of
employees based on race, age, ethnicity, religion, or gender” .
• It’s easy to talk about the theory and definitions of cultural diversity,
but when it comes to creating that within an organisation, it very much
depends on the practices used during the hiring process.
• A culturally diverse workplace empowers people to develop their
talents and skills. A range of ideas and expertise enables those to learn
from a more diverse collection of colleagues. It can also boost
problem-solving capabilities and increase happiness and productivity.
 Benefits of Cultural Diversity
Important benefits of cultural diversity in the workplace
Cultural diversity helps develop and maximise skill sets  
• A culturally diverse workplace empowers people to develop their talents and skills. A
range of ideas and expertise enables those to learn from a more diverse collection of
colleagues.
• It can also boost problem-solving capabilities and increase happiness and productivity.
In an environment where all voices are heard, this spirit of innovation and
encouragement to contribute can drive business success.
Cultural diversity improves the recruitment process
• Surveys show that two-thirds of candidates cite diversity as an important consideration
during a job hunt.
By developing a strategy for cultural diversity, you can broaden your appeal to
prospective employees, and reach out to more high-level candidates across the globe.
Cultural diversity can help you to retain talent  
• Aside from attracting a broader talent pool in the first place, cultural diversity is the key
to building the ideologies of respect between company and employee, and
cooperation. In turn, this makes you a more attractive proposition to valuable
candidates making you stand out in the marketplace.
 Diversity in the Workplace
• Workplace diversity is essential for organizational success and longevity.
Companies that recognize the value of diversity in the workplace, and
effectively attract and retain a diverse workforce, benefit from a variety of
ideas and perspectives. When an organization is more inclusive and
accepting of people of different backgrounds and abilities, they’re better
prepared to drive innovation and develop unique solutions to new
challenges.

• A diverse workplace is reflective of the population and inclusive of people of

different races, ages, genders, ethnicities, nationalities, religions,
socioeconomic statuses and abilities. The greater the number of differences
represented within an organization, the more diverse it becomes.

• Creating a diverse workplace often requires evaluating and improving hiring

and recruiting practices as well as your company culture. To retain diverse
employees, you must ensure your organizational culture is inclusive, non-
judgemental and values different backgrounds and ideas.
 Types of Workplace Diversity
Types of workplace diversity
• Gender – women make up a bigger percentage of the workforce than ever before. But
there is still a gap in terms of fair pay and the percentage of women in leadership roles.
• Race and ethnicity – as ethnic and racial identities evolve, standardised forms with ethnic
groups fail to hit the mark. By opening the conversation with employees and candidates
on race and ethnicity, we can take a step towards improving cultural diversity.
• Age – both younger and older workers can be discriminated against in terms of
preconceptions. Through steps like opening apprenticeships to all ages and providing
cross-generation mentoring programmes, these prejudices can be addressed.
• Workers with disabilities – disabilities can cover many differences, from the ability to
form social relationships to physical disabilities.
• Mental health – focusing on mental health along with workplace wellness support can
combat a variety of issues, from absenteeism to behavioural problems.
• Neurodiversity – recognising and providing a supportive environment for those with
neurological differences like autism by celebrate differences and the benefits they can
offer in well-matched job types.
• Thought style – different personalities and thought styles can enhance creativity if the
individual and the role are well matched. In contrast, it can cause stress if ill-matched.
Benefits of Diversity in the Workplace
 Benefits of Diversity in the Workplace
Benefits of Diversity in the Workplace
Variety of different perspectives
• Diversity in the workplace ensures a variety of different perspectives. 
• Since it means that employees will have different characteristics and backgrounds, they are also
more likely to have a variety of different skills and experiences.
• Consequently, employees in a company with higher workplace diversity will have access to
a variety of different perspectives, which is highly beneficial when it comes to planning and
executing a business strategy. 
Increased creativity
• In addition to having a variety of different perspectives from people with different backgrounds,
the exposure to a such variety leads to increased creativity. 
• When you put together people who see the same thing in different ways, you are more likely to
get a melting pot of fresh, new ideas, thus improving the creativity of your workforce.
Higher innovation
• Diversity in the workplace leads to higher innovation rate.
• According to Josh Bersin's research, inclusive companies are 1.7 times more likely to be
innovation leaders in their market. 
• In a diverse workplace, employees are exposed to multiple perspectives and worldviews. When
these various perspectives combine, they often come together in novel ways, opening doors to
innovation. 
 Benefits of Diversity in the Workplace
Faster problem-solving
• Companies with higher workplace diversity solve problems faster.
• Harvard Business Review found diverse teams are able to solve problems faster than cognitively
similar people.
• Employees from diverse backgrounds have different experiences and views, which is why they are
able to will bring diverse solutions to the table. Thus, the best solution can be chosen sooner,
which leads to faster problem-solving. 
Better decision making
• Workplace diversity leads to better decision making results.
• A white paper from the online decision-making platform Cloverpop has found a direct link between
workplace diversity and decision-making. Researchers found that when diverse teams made a
business decision, they outperformed individual decision-makers up to 87% of the time. 
• When employees with different backgrounds and perspectives come together, they come up with
more solutions, which leads to the more informed and improved decision-making processes and
results. 
Increased profits
• Companies with greater workplace diversity achieve greater profits. 
• McKinsey & Company, a global management consulting firm, found out that companies with more
diverse top teams were also top financial performers.
• Companies with a diverse workforce make better decisions faster, which gives them a serious
advantage over their competitors. As a result, companies with diversity in the workplace achieve
better business results and reap more profit. 
 Benefits of Diversity in the Workplace
Higher employee engagement
• Workplace diversity leads to higher employee engagement.
• Deloitte conducted research that captured the views and experiences of 1,550 employees in three large
businesses operating in manufacturing, retail and healthcare. This research showed that engagement is an
outcome of diversity and inclusion.
• The link between workplace diversity and employee engagement is pretty straightforward - when employees feel
included, they are more engaged. 
Reduced employee turnover
• Workplace diversity is beneficial for employee retention.
• Companies with a diverse workforce are generally more inclusive of different individual characteristics and
perspectives. 
• Diversity and inclusion in the workplace cause all employees to feel accepted and valued. When employees feel
accepted and valued, they are also happier in their workplace and stay longer with a company. As a result,
companies with greater diversity in the workplace have lower turnover rates. By creating commitment to
diversity and employees create a sense of belonging to the company and are less likely to leave. 
Better company reputation
• Companies that are dedicated to building and promoting diversity in the workplace are seen as good, more
human and socially responsible organizations which ultimately creates a better reputation for the brand.
• Workplace diversity also makes your company look more interesting. Finally, if you present a diverse workforce,
you will make it easier for many different people to relate to your company and your brand, opening doors to new
markets, customers and business partners.
Improved hiring results
• Diversity in the workplace boosts a company’s employer brand and presents a company as a more desirable place
to work. Workplace diversity is an especially beneficial asset for attracting top talent from diverse talent pools.
• According to a survey conducted by Glassdoor, 67% of job seekers said a diverse workforce is important when
considering job offers.
 How to Manage Workplace Diversity
How to Manage Workplace Diversity
Start with Hiring
Create diversity friendly policies
Review your existing workplace policies with a diversity lens. Develop and implement diversity-friendly and
inclusive workplace policies. Offer flexible schedules, leave options, meal choices, recreational activities, etc.
Reassess employee benefits
Review your existing employee benefits with a diversity lens as well.
Provide diversity training 
Provide dedicated time and place for discussing diversity topics. Offer diversity training to help your employees learn
how to address diversity. 
Establish diverse mentorships
Establish one on one diverse mentorships. Make each person in the pair serve as a mentor to the other person for an
equal amount of time. 
Build diverse teams
Ensure the diversity of your internal working teams. Create diversified teams and provide them with an
opportunity to work together. 
Create inclusive policies and practices
Measure your efforts
Measure the results of your diversity initiatives to track success and find eventual bottlenecks. Set goals and decide
which metrics you want to improve, then track them to see progress. 
Facilitate effective communication
Encourage interaction
Gender Sensitivity
 Gender Sensitivity
• Gender sensitivity means respect for an individual irrespective
of his or her gender. It involves greater awareness of the needs,
aspirations, abilities, and professional value of employees as
men and women, without any prejudice about their gender.
• The concept of gender sensitivity has been developed as a way to
reduce barriers to personal and economic development created
by gender. Gender sensitivity helps to generate respect for the
individual regardless of sex. Gender sensitivity is not about
pitting women against men.
• Gender awareness is more analytical and critical since it clarifies
issues about gender disparities and gender issues. It pertains to
one's effort to show how gender shapes the role of women and
men in society including their role in development and how it
affects relations between them. Ability isn't defined by gender.
 Gender Stereotypes
Stereotypes
• In social psychology, a stereotype is a fixed, over generalized belief about a
particular group or class of people. By stereotyping we infer that a person has a
whole range of characteristics and abilities that we assume all members of that
group have.
• Stereotypes are generalizations or assumptions that people make about the
characteristics of all members of a group based on an image (often wrong).
There are four basic kinds of gender stereotypes:
• Personality traits — For example, women are often expected to be accommodating
and emotional, while men are usually expected to be self-confident and aggressive.
• Domestic behaviors — For example, some people expect that women will take care
of the children, cook, and clean the home, while men take care of finances, work
on the car, and do the home repairs.
• Occupations — Some people are quick to assume that teachers and nurses are
women, and that pilots, doctors, and engineers are men.
• Physical appearance — For example, women are expected to be thin and graceful,
while men are expected to be tall and muscular. Men and women are also expected
to dress and groom in ways that are stereotypical to their gender (men wearing
pants and short hairstyles, women wearing dresses and make-up.)
 Gender Inequality
Important Components of gender inequality in the workplace
• Hiring
• Pay
• Leadership
• Inclusion
Gender inequality has many adverse effects such as:
• Workplace conflict
• Poor employee morale
• Reduced productivity
• Employee Turnover
• Possible legal issues
Benefits of Gender Equality in the Workplace
Positive company culture
More innovation and creativity
Build a great reputation
Improved conflict resolution
Attracts More Valuable Human Resource
 Benefits of Gender Equality in the
Workplace
• Positive company culture. A gender-equal work environment where all employees feel
respected and valued creates an overall more positive workplace for all of your employees.
When you have a gender-diverse environment, your employees will likely notice that their
coworkers have talents and strengths they don’t possess themselves. The appreciation for
these differences will help promote an environment of respect among the team.
• More innovation and creativity. People of different genders bring unique talents, strengths
and skills into the workplace, which can improve collaboration and result in a stimulating
and creative environment. In fact, companies often find that a gender diversity can lead to
greater innovation within the workplace.
• Build a great reputation. By being intentional about promoting gender equality in the
workplace, you’ll foster a great company reputation with the outside world. People who
have similar values will want to work for you, and with happy employees you’ll have a
positive and productive workforce.
• Improved conflict resolution. Strong communication skills among employees is essential
for company-wide success. People of different genders naturally communicate differently,
with some preferring to communicate problems directly and others work as peacemakers.
When you combine these different communication styles in one work environment, you
can more easily achieve conflict resolution.
• Attracts More Valuable Human Resource
 Promoting Gender Equality in the
Workplace
How to promote gender equality in the workplace
• Increase Diversity in Hiring
• Review Equal Pay Laws
• Begin a Pay Audit
• Consider Updating your Training 
• Create an open-minded atmosphere
• Educate your team about gender equality and stereotypes
• No special privileges based on gender- Measure and Remove
the Gender Pay Gap
• Zero Tolerance for Sexual Harassment & Gender Discrimination
• Provide Mentorship for Everyone
• Keep Accurate Documentation
 Promoting Gender Equality in the
Workplace
How to promote gender equality in the workplace
Here are some steps you may take to begin promoting gender equality in
your workplace:
Increase Diversity in Hiring
Start by modifying your job descriptions to promote Gender Equality. If
you have a hiring panel, make sure that it’s gender diverse. Make sure that
you also have fair compensation practices and use employee exit
interviews to get honest feedback from employees about their perception
of gender equality in the workplace.
Review Equal Pay Laws
Many laws state that employers are required to provide equal pay for
equal work, which includes the same skill, responsibility, working
conditions and effort. Note any areas of improvement you can identify in
your business regarding equal pay for equal work, and develop your policy
relating to equal pay in your code of conduct.
 Promoting Gender Equality in the
Workplace
Begin a Pay Audit
Consider conducting a pay audit to see if your male and female employees are paid
comparably. This may help you identify if you offer equal employment opportunities
to all employees. The best way to do this is to seek help from an HR professional,
outside source or to do it yourself using a spreadsheet. The spreadsheet you use to
conduct the audit should have sections for employment positions, education,
performance and experience to help you notice gender pay gaps. When you become
aware of gender pay gaps, take steps to remedy them as soon as possible.
Consider Updating your Training 
`You should then consider reviewing your training on gender discrimination and
inequality. Check your current training programs to see if they’re informative and
detailed enough to make an impact on the behavior of your employees. Another
option to consider is to make gender inequality training mandatory once a year.
This way, the information is at the forefront of your employees’ minds and can more
easily be reflected in their actions. Hold regular refresher courses for management to
ensure your company provides a great working environment for everyone.
 Promoting Gender Equality in the
Workplace
Create an open-minded atmosphere
Promote a culture where employees know they are appreciated based on their talent and
performance. This starts at the managerial level. Get to know team members on a personal
level, regardless of their gender or background. This will deepen your appreciation for
differences and promote a welcoming, inclusive work environment.
Educate your team about gender equality and stereotypes
No special privileges based on gender- Measure and Remove the Gender Pay Gap
Zero Tolerance for Sexual Harassment & Gender Discrimination
Provide Mentorship for Everyone
An experienced mentor can be invaluable for helping employees navigate their careers.
Consider implementing a mentorship program in your own organization and making it open
to everyone. While pairing employees of the same gender can be useful for offering
insight into how to manage work-life balance — such as pairing a new mother with a
mother in a leadership position.
Keep Accurate Documentation
Document each employee’s qualifications, pay, position, education and work experience.
There are many times when an employee may deserve to be paid more, however,
employers are responsible for making these distinctions based on concrete evidence.
Sexual Harassment
 Sexual Harassment
• Sexual harassment is a type of harassment involving the use of
explicit or implicit sexual overtones, including the unwelcome and
inappropriate promise of rewards in exchange for sexual favors.
Sexual harassment includes a range of actions from verbal
transgressions to sexual abuse or assault.
• An effective measure to prevent sexual harassment at the workplace
is to adopt a comprehensive Sexual Harassment Policy. The aim is
to ensure that sexual harassment does not occur; and if it occurs,
adequate procedure are readily available to deal with problem and
prevent its occurrence.
• In 2019, 505 cases of “insult to modesty of women at the work or in
office premises” were recorded by the National Crime Records
Bureau, an increase of 5% from 2017 and of nearly 800% from 57
cases in 2014.
 Sexual Harassment Policy
• Adopt a clear sexual harassment policy. In your employee
handbook, you should have a policy devoted to sexual
harassment. That policy should:
– define sexual harassment
– state in no uncertain terms that you will not tolerate sexual
harassment
– state that you will discipline or fire any wrongdoers
– set out a clear procedure for filing sexual harassment
complaints
– state that you will investigate fully any complaint that you
receive, and
– state that you will not tolerate retaliation against anyone who
complains about sexual harassment.
 Sexual Harassment Policy
• Make it clear that this is a workplace where harassment will not be tolerated.
• Provide education and information about harassment to all staff on a regular basis.
• The circulation of information, open communication and guidance is of particular
importance in removing the taboo of silence which often surrounds cases of sexual
harassment. Information sessions, personnel meetings, office meetings, group
discussion and problem-solving groups can prove very effective in this respect. Staff
should also be informed of the best way of coping with aggression by means of
guidelines and staff development programs on sexual harassment at work.
• Develop an anti-harassment policy together with employees, managers, and union
representatives.
• Communicate the policy to all employees
• Make sure that all managers and supervisors understand their responsibility to
provide a harassment-free work environment.
• Ensure that all employees understand the policy and procedures for dealing with
harassment - new and long-term employees alike - this involves training, information
and education.
• Show you mean it - make sure the policy applies to everyone, including managers
and supervisors.
 Sexual Harassment
Costs of Sexual Harassment at Workplace
• Sexual harassment at the workplace does not only cause disastrous
psycho-social and physical hardships to the victim, but also leads to
corresponding negative impact on the performance and reputation of the
organisation. At broader level, it also hampers the inclusivity of the labour
market and erodes the prospects of a country’s economic growth
Cost to the Victim
• It discourages the victim from asserting themselves within the workplace.
• The victim is objectified and humiliated by scrutiny and gossip.
• It may also bring disgrace to the family of the victim.
• It risks the victim losing their job or chance of promotion.
• It causes a range of psychological and physical sufferings to the victim.
• It causes a dip in the performance of the victim.
• Absenteeism from the workplace increases to avoid humiliation.
 Prevention of Sexual Harassment at the
Workplace (POSH)
• The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act,
2013 is India's first law against prevention,
prohibition, and redressal of sexual
harassment for women at the workplace. The
Act, along with its rules, is collectively called the
POSH law.
Reference
• https://www.ungender.in/sexual-harassment-at
-work-understand-the-rules-of-the-posh-act-in-
6-minutes/
 Prevent Harassment in the Workplace
• Develop Comprehensive Policies. Establish a clear-cut, zero-tolerance,
anti-harassment policy.
• Seek Legal Counsel
• Develop In-Depth Training. Institute training and awareness programs
for your employees
• Create specialized training for managers and supervisors.
• Build a healthy workplace culture where harassment is unlikely to take
place. 
• Address Misconduct
• Provide a Complaint Process
• Ensure everyone understands the process for reporting a complaint.
• Update Your Employee Handbook
• Handle complaints and investigations in a fair and respectful way
• Provide Support for Employees
 Disability Etiquette
• Disability etiquette refers to respectful communication and interaction with
people who have disabilities. First and foremost, rely on common sense to guide
your interactions with people with disabilities and behave in the same courteous
and respectful way with individuals with disabilities that you would with anyone.
• Use “people first” language which recognizes that individuals are more than their
disabilities.
• Don’t ask questions about a person’s disability unless it is brought up by the
individual.
• If you offer assistance, wait until the offer is accepted. Then listen to or ask for
instructions.
• Speak directly to the person.
• Don’t be afraid to ask questions when you are unsure of what to do.
• When introduced to a person with a disability, it is appropriate to offer to shake
hands. People with limited hand use or who have artificial limbs can usually
shake hands. (Shaking hands with the left hand is also an acceptable greeting.)
• Treat adults as adults. Address people who have disabilities by their first names
only when extending the same familiarity to all others.