By Nicole Dhanraj
Great leadership isn’t just about making strategic decisions – it’s about creating a workplace where everyone feels valued, respected, and able to perform at their best.
In radiology departments, where efficiency and teamwork are critical, understanding disability etiquette can help prevent unintentional exclusion and build a more supportive and productive work environment.
Many leaders have good intentions but may not always know the best way to communicate with employees or patients with disabilities.
Small missteps – like assuming someone needs help without asking or using outdated language – can unintentionally create barriers.
The good news? A few simple changes in how we communicate and interact can make a big difference.
Here’s what every radiology leader should know about respectful communication, accessibility, and best practices for working with colleagues, employees, and patients with disabilities.
1. ALWAYS ASK BEFORE OFFERING ASSISTANCE
It’s natural to want to help when you see someone with a disability – but jumping in without asking can be intrusive. People with disabilities are used to adapting, and they know best when they need assistance.
Example: A Radiologic Technologist Who Uses a Cane
You see a technologist who uses a cane walking toward the control room door, and your instinct is to hold their arm and guide them. While well-intended, this could be disrespectful and disorienting if they weren’t expecting it.
What to do instead: Simply ask, “Would you like any help?” and respect their response. If they say “No,” trust that they can navigate independently. If they say “YES,” ask how they’d like assistance rather than assuming.
The key takeaway? Offering help is great – assuming someone needs it is not.
2. USE THE RIGHT LANGUAGE: PERSON-FIRST VS. IDENTITY-FIRST
Language plays a powerful role in shaping how people feel in the workplace. Using respectful language when referring to employees, patients, and colleagues with disabilities ensures they are seen as individuals first, not defined by a condition.
Person-First vs. Identity-First Language
- Person-first language: “A person with a disability” (emphasizes the individual before the condition).
- Identity-first language: “A disabled person” (some prefer this, as it acknowledges disability as part of their identity).
Example: A Radiology Resident with a Speech Impediment
When introducing someone, their disability should not be mentioned unless they choose to disclose it.
Incorrect: “This is Dr. Jones, he has a speech impediment.”
Correct: “This is Dr. Jones, one of our residents.”
A person’s expertise and role should always take priority over mentioning a disability. If their disability is relevant to a specific discussion (such as workplace accommodations), they should have the choice to disclose it on their own terms.
Never assume it’s necessary to mention someone’s disability in an introduction. If in doubt, ask privately how they prefer to be identified. Respect their choice to disclose or not disclose their disability.
By focusing on professional identity first and allowing people to self-identify, leaders create an environment where everyone is valued for their contributions, not their perceived limitations.
3. NEVER ASSUME SOMEONE’S CAPABILITIES BASED ON THEIR DISABILITY
One of the biggest mistakes leaders make is assuming someone with a disability can’t handle certain tasks. Not all disabilities are visible, and capability isn’t determined by disability – it’s determined by skills and accommodations.
Example: A Radiologic Technologist with a Speech Impediment
A radiologic technologist who stutters applies for a lead technologist position. Leadership hesitates, wondering:
- “Will they struggle to give clear instructions to staff and patients?”
- “Wouldn’t it be easier to promote someone with more fluent speech?”
This assumption is unfair and ignores the fact that stuttering has no impact on intelligence, technical skills, or leadership ability. If necessary, simple accommodations – like allowing written patient instructions or using digital communication tools – can ensure clear communication.
Best practice: Instead of assuming a person can’t do something, ask: “What tools or adjustments would help you perform at your best?”
4. MAKE MEETINGS AND COMMUNICATION MORE ACCESSIBLE
Meetings and daily communication are essential to running a radiology department, but if they’re not accessible, employees with disabilities may struggle to fully participate.
How to Make Meetings More Inclusive:
- Provide agendas in advance – This helps employees who process information differently (e.g., those with dyslexia or cognitive disabilities).
- Use captions on video calls – This supports employees with hearing loss and neurodivergent colleagues who process information better with visual reinforcement.
- Be mindful of speaking pace – Some people need more time to process or respond. Don’t rush discussions.
Example: A Radiology Administrator with Dyslexia
A radiology administrator with dyslexia struggles to keep up with dense meeting notes. Instead of assuming they will “just adapt,” leadership provides audio summaries and speech-to-text transcriptions for everyone.
This small adjustment doesn’t just help one employee – it improves efficiency for the entire team.
5. ENSURE PHYSICAL ACCESSIBILITY IN THE WORKPLACE
Many radiology departments are not designed with accessibility in mind, making it harder for employees and patients with disabilities to move freely and perform tasks efficiently.
Example: A Front Desk Coordinator Who Uses a Wheelchair
A radiology front desk coordinator who uses a wheelchair finds it difficult to reach the standing reception counter, making interactions with patients awkward. Instead of expecting them to adapt, leadership modifies the desk to include a lower section, creating a functional and dignified workspace.
Best practice: Small design choices can make a big difference in making a workplace fully accessible.
Key Accessibility Improvements:
- Adjustable workstations – Ensure that control panels and work surfaces can be modified for seated employees.
- Ergonomic Seating & Equipment – Provide height-adjustable chairs, anti-fatigue mats, and lightweight tools to reduce strain for employees who stand for long periods or have musculoskeletal conditions.
- Accessible Technology – Implement voice-activated controls, screen magnification software, and alternative input devices for employees with visual, dexterity, or neurological disabilities.
- Flexible Workspace Layouts – Ensure that radiology control rooms, patient intake areas, and break spaces are designed for ease of movement, allowing employees using wheelchairs or mobility aids to work efficiently.
- Low-Resistance Doors & Touchless Features – While automatic doors are already in place, consider adding touchless entry buttons and sensor-activated doors in high-traffic areas to improve ease of access.
By proactively designing workspaces with accessibility in mind, radiology leaders create an environment where every team member can perform at their best without unnecessary physical barriers.
Are you ready to create a more accessible and inclusive workplace? Whether it’s auditing your department’s accessibility, refining workplace policies, or training your team on disability etiquette, small changes can lead to significant improvements in productivity, morale, and patient care.
Let’s take the next step in building a workplace where every team member has the tools to succeed – because when accessibility is a priority, everyone benefits.
Editor’s Note: Read a longer version of this column online for more tips and insights.
