Language shapes culture. It influences our perspectives of each other and our own sense of belonging. Many disability advocates, employers, and community organizations have grown increasingly concerned about the re-emergence of the R-word in public discourse.
For many people, the word may feel childish, outdated, and detached from its original meaning. For individuals with disabilities AND the employers working to build inclusive workplaces, the R-word is not harmless slang. It is a slur with real consequences, especially when it resurfaces in everyday conversation, online spaces, and professional environments.
At HireAbility Spokane, we work closely with employers who want to do the right thing: create workplaces where all employees can contribute, grow, and thrive. Understanding why certain language is harmful is an important part of that effort.
What Is the R-Word and Why Is It Harmful?
The R-word, retard, originated centuries ago meaning, “to delay or make slow.” In the late 19th century, the word was used as a neutral medical term to describe people with intellectual disabilities. Over time, however, it became widely used as an insult, a way to mock, demean, or dismiss someone as less capable or less worthy.
Because of its history, disability advocates and organizations have spent years working to remove the term from both professional and everyday use in reference to people with disabilities. In 2010, federal law officially replaced the R-word with “intellectual disability,” reflecting a broader shift toward inclusive and respectful language. Campaigns like Spread the Word: Inclusion, led by Special Olympics and other disability organizations, helped bring national attention to this shift and encouraged people to rethink how their words affect others.
Today, the R-word is widely recognized as an ableist slur, language that reinforces negative stereotypes about people with disabilities.
Why Is the R-Word Reappearing Now?
In recent years, advocacy organizations have observed a noticeable increase in the use of the R-word, particularly online. Research cited by Special Olympics has found that social media conversations about people with intellectual disabilities are overwhelmingly negative, with a significant portion of posts containing the slur.
Public figures using the word, even casually, can amplify its use, making it seem more acceptable again. When influential voices use language that devalues people with disabilities, it doesn’t stay contained to one platform or moment. It filters into everyday conversations, workplaces, and schools.
This matters because normalization leads to harm. When a slur is treated as “just a joke” or “not that serious,” it becomes easier for bias to go unchecked.
The Real-World Impact on People with Disabilities
For people with disabilities, their families, their advocates, and their employers, hearing the R-word can be deeply discouraging. It signals that people with disabilities are not respected or taken seriously.
Language like this contributes to:
- Workplace exclusion, where individuals may feel unsafe speaking up or asking for accommodations
- Lower expectations, which can affect hiring, advancement, and training opportunities
- Bullying and stigma, which have long-term impacts on confidence and mental health
Even when not directed at a specific person, the word reinforces harmful assumptions about what people with disabilities can or cannot do.
Why This Matters to Employers
For employers, language is not just a cultural issue, it’s a leadership issue.
Workplace culture is shaped by what is said, what is tolerated, and what goes unchallenged. When ableist language is allowed to pass without reflection, it sends a message about whose dignity matters.
Inclusive language supports:
- Stronger teams — Employees are more engaged and productive when they feel respected
- Better retention — People stay where they feel valued
- Wider talent pools — Inclusive workplaces attract skilled employees with diverse perspectives
- Positive community reputation — Especially in a close-knit region like Spokane
Employers across the country are recognizing that inclusion isn’t just the right thing to do, it’s good for business. Major companies, including United Airlines, have expanded disability employment initiatives in partnership with organizations like Special Olympics, demonstrating how inclusive practices can be integrated at scale.
What Employers Can Do Instead
Creating an inclusive workplace does not require perfection, it requires intention.
Here are a few practical steps employers and community members can take:
- Use respectful, people-first language.
Focus on the individual, not the disability. For example, “person with a disability” rather than defining someone by a label. - Set clear expectations.
Make it known that derogatory language, including slurs, doesn’t align with workplace values. This doesn’t need to be punitive; it can be part of a broader commitment to respect. - Offer education, not shame.
Many people don’t realize the harm certain words cause. Providing context and learning opportunities helps create lasting change. - Lead by example.
Leadership tone matters. When supervisors and managers model inclusive language, others follow. - Partner with local organizations.
Groups like HireAbility Spokane exist to support employers in building inclusive practices, from hiring to training to retention.
A Community Responsibility
Spokane is a community built on connection. Our workplaces, nonprofits, schools, and small businesses are deeply interconnected. The language we use reflects the kind of community we want to be.
Choosing not to use the R-word isn’t about being “politically correct.” It’s about recognizing the dignity of our family members, friends, neighbors, coworkers, and employees, and ensuring that everyone has the opportunity to contribute meaningfully.
At HireAbility Spokane, we believe inclusion starts with awareness and grows through action. When employers lead with respect, the impact extends far beyond the workplace, shaping a more welcoming, equitable community for all.