By Nancy Virden (c)2025

I like the term “Differently-abled.” Our society used to say “handicapped” in reference to a person with some form of limitation. The word’s origins are problematic, and many consider it a never-say word within the disability community, though we read it in our parking lots. The term “Disability” gained mainstream use in the 1990s. It includes conditions that are seen or unseen, whether they be temporary or permanent. People with dyslexia, chronic illnesses, hearing impairments, mental health conditions, and countless other experiences are covered by the ADA (Americans with Disabilities Act).

Differently-abled. That is me and countless others who view impairment as a challenge, not an excuse. However, getting others to understand that can be frustrating. Bosses, church leaders, school principals, or anyone in a position to decide who does what in an organization are often too busy to take the time to sit down with someone to discuss their differently-abled status. Too many in positions of power only want their kind of order and prefer no exceptions.

Ah, they are human and lazy-ish like the rest of us; no one enjoys change. Nevertheless, there must be a shift in thought. From a social perspective, leaders can make or break the justice and social atmosphere of a community. From a God-honoring stance, “love your neighbor” must embrace each member of a group in meaningful and lasting ways.

Here are some methods that can improve on the status quo:

1. Listen to the person with a disability. Find out what is their heart. Be open to suggestions and allow them to influence the whole circumstance with creative problem-solving. You must legally make reasonable accommodations to support an employee who is differently-abled. Although not enforceable by law, this support ought to cover volunteers, too.
2. Be open to new challenges and ideas that will, in time, become routine. Do what it takes to help them help you. Organize rides in inclement weather; allow them to work or serve in the evenings. Shorten their walks in the office or from the car garage with reliable scooters. Preserve space for people with disabilities to take care of themselves. Allow them to work part-time, remotely, or with flexible hours.
3. Observe their work. This is especially true if their work does not earn a measurable outcome, such as with commissions. Do not allow suspicion, distrust, or God-forbid gossip to stain your opinion of their success.
4. Stand up for them. If you have observed their work, you can ignore petty complaints.
5. Allow them a chance to defend their reputation and job. Don’t dismiss them without letting them speak up. Maybe a small change on their part will improve the situation.
6. Do not stockpile ammunition to dismiss them. It is enough to state the facts (probably with documentation). There is no righteous reason to lead with insults and “others said” innuendo.
7. Realize that the God-given gifts they have to offer will benefit your organization beyond any inconvenience to your routine or sense of order. You will learn the promise that it is better to give than to receive. Be honest with yourself. If you have an over-inflated sense of distrust or power hunger, let it deflate.

As with any employee or volunteer, it is appropriate to dismiss someone who is dishonest or does lousy work. However, if their skills and gifts are of the quality you desire, it is appropriate to embrace the efforts of those who are differently-abled.

-COMMENTS WELCOME

Today’s Helpful Word

Leviticus 19:15

Do not pervert justice; do not show partiality to the poor or favoritism to the great, but judge your neighbor fairly.

If you are feeling suicidal or concerned about someone who is, in the U.S., call 988, the National Suicide Prevention Lifeline. For a list of international suicide hotlines, go here.

If you are suicidal with a plan, immediately call 911 in the U.S. or go to your nearest emergency room; in the EU, call 112. (For other international emergency numbers, go here.) Hope and help are yours!

Always the Fight Ministries (ATFM) has been displaying compassion for those fighting mental illness, addiction, or abuse since 2012. Nancy is the founder and voice of ATFM and openly shares her emotional resurrection from despair. 

NOTE: Nancy is not a doctor or a mental health professional and speaks only from personal experience and observations. This website is not intended to substitute for professional mental or behavioral health care.

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