Labels are convenient shortcuts. They're tidy. We use them for groceries, file folders, and music genres because they help our brains organize chaos without much effort. But when we slap a label on a human being—especially someone living with a disability—those shortcuts turn into walls. You see "Autistic" or "Wheelchair User" or "Legally Blind" and your brain immediately fills in the blanks with assumptions. Most of those assumptions are wrong. Honestly, they’re usually based on outdated stereotypes or some movie you saw five years ago. This is exactly why the movement to see the able not the label isn't just a catchy Instagram caption; it's a fundamental shift in how we value human potential.
The phrase itself gained massive traction through the work of advocates like those at the Sprout Film Festival and various neurodiversity campaigns. It’s a plea for nuance. It’s a reminder that a medical diagnosis describes a condition, not a personality or a limit on what someone can contribute to the world.
The Problem With "Label-First" Thinking
Think about the last time you met someone new. If the first thing you learned was their job title, you’d frame your entire conversation around that. Now imagine if the first thing you learned was a perceived deficit. That’s the "label" trap. Labels tend to be deficit-based. They tell us what a person can’t do or how they are "broken" compared to a statistical average.
It’s lazy.
When we lead with the label, we stop looking for the talent. We see the wheelchair, so we don't look for the brilliant coding skills. We see the Down Syndrome diagnosis, so we miss the incredible emotional intelligence or the gift for storytelling. Dr. Stephen Shore, a renowned professor and autistic self-advocate, famously said, "If you've met one person with autism, you've met one person with autism." It sounds simple, but we fail at this daily. We group people into buckets and then wonder why our workplaces and communities feel stagnant.
The Psychology of Stigma
Psychologically, labels trigger "stigma consciousness." This isn't just some academic theory; it's a lived reality where people begin to internalize the low expectations others have for them. If the world tells you that you are "disabled" and nothing else, it’s a lot harder to advocate for your "abilities." This is where see the able not the label becomes a tool for mental health. By shifting the focus to what is possible, we break the cycle of learned helplessness that society often imposes on people who move or think differently.
Real Stories of Seeing the Able
Let's look at Chris Nikic. In 2020, Chris became the first person with Down Syndrome to finish a full Ironman triathlon. That’s a 2.4-mile swim, a 112-mile bike ride, and a 26.2-mile run. If his coaches had only seen the label, they would have told him it was dangerous or impossible. Instead, they focused on his "1% Better" philosophy. They saw his grit. They saw his endurance. They saw the "able."
Then there’s Haley Moss. She was diagnosed with autism at age three, and her parents were told she’d be lucky to make a friend or hold a job. She became Florida’s first openly autistic lawyer. She’s an author and an artist. She didn't "overcome" autism—that’s a common misconception that actually hurts the cause—she succeeded with it because people around her focused on her legal mind and her creativity rather than her sensory processing differences.
These aren't "inspirational" stories meant to make neurotypical people feel good. They are proof of what happens when the label is relegated to the background where it belongs.
Why "Inclusion" Is Often Done Wrong
Most companies talk a big game about Diversity, Equity, and Inclusion (DEI). But honestly? A lot of it is performative. They hire a person with a disability to fill a quota—another label—and then they don't actually change the environment to let that person succeed.
True inclusion means:
- Flexible work hours for someone with chronic fatigue.
- Quiet spaces for a neurodivergent employee who gets overstimulated.
- Software that works with screen readers without being a "special request."
When you see the able not the label, you realize that accommodations aren't "favors." They are tools, no different than giving a carpenter a hammer. You wouldn't hire a carpenter and then refuse to give them a hammer because "none of the other employees need one." That would be ridiculous. Yet, we do this in the professional world all the time.
The Economic Case for Ability
The "able" part of the equation is actually a massive untapped market. A study by Accenture found that companies that prioritize disability inclusion had 28% higher revenue and 30% higher economic profit margins than those that didn't. Why? Because people who have had to navigate a world not built for them are naturally better problem solvers. They are resilient. They are innovative by necessity. If you can't get into a building because there’s no ramp, you find a way or you advocate for one. That kind of tenacity is exactly what every CEO claims they want in their workforce.
How to Actually Apply This in Real Life
It’s easy to agree with a slogan. It’s much harder to change your subconscious biases. You have to be intentional. It starts with the language you use and the questions you ask. Instead of asking "What's wrong with them?" or "What happened to you?", the focus should be on "What are your strengths?" or "How do you do your best work?"
Stop using "inspiration porn." This is a term coined by late disability rights activist Stella Young. It refers to the habit of turning people with disabilities into objects of inspiration just because they are doing normal things—like going to the gym or grocery shopping. When you do that, you're still centering the label. You're saying, "Wow, it's so amazing you can do that despite being [insert label here]."
Just let people be people.
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Breaking the Bias in 3 Steps
- Audit your assumptions. When you meet someone with a visible disability, what is the first thought that pops into your head? If it's "pity," stop. Pity is the opposite of seeing ability. Pity is a dead end.
- Focus on the output. In a professional setting, does the work get done well? If yes, does it matter if the person did it while standing, sitting, or using voice-to-text software?
- Listen to the experts. And by experts, I mean people with disabilities. They are the only ones who can tell you what they need and what they are capable of. Don't speak for them.
The Nuance of the Label
Now, we have to be careful here. There is a counter-argument in the disability community that "not seeing the label" can sometimes feel like "not seeing me." For many, their disability is a core part of their identity. They don't want it ignored. The goal isn't to be "disability-blind" in the same way "color-blind" rhetoric has been criticized.
The label matters for medical care, for legal rights, and for community belonging. The goal is to see the label as a piece of the puzzle—not the whole picture. See the able not the label means the label shouldn't be the ceiling for what someone can achieve. It’s a starting point for understanding, not a final judgment.
Practical Steps Toward a New Perspective
Transitioning to an ability-first mindset requires action. It’s not enough to feel good about the concept; you have to change the way you interact with the world around you.
Change Your Hiring Process
If you are in a position of power, look at your job descriptions. Are you requiring "excellent communication skills" when what you actually mean is "the ability to exchange information"? Someone who uses an AAC (Augmentative and Alternative Communication) device might communicate more clearly than your best "talker," but they might be filtered out by an AI bot or a biased recruiter.
Redesign Your Physical Space
Don't wait for someone to ask for a ramp or a quiet room. Build it. Universal design benefits everyone. Think about curb cuts in sidewalks. They were designed for wheelchairs, but they help parents with strollers, travelers with suitcases, and kids on bikes. When you build for ability, everyone wins.
Education Over Ignorance
Read books by disabled authors. Follow creators like Keely Cat-Wells or Alice Wong. The more you expose yourself to the lived experiences of others, the less power those labels hold. You start to see the person's humor, their frustrations, their political views—the "human" stuff.
Moving Forward
We are moving into an era where the "standard human" template is being tossed out. We're finally starting to realize that "normal" is a myth. Every single one of us has things we're great at and things we're terrible at. Some of us just have those strengths and weaknesses documented in a medical chart.
When you choose to see the able not the label, you’re making a choice to be more curious and less judgmental. You’re opening yourself up to better friendships, more productive teams, and a much more interesting world. It's not about being "nice." It’s about being accurate. It’s about recognizing that the person in front of you has a depth that no single word can ever capture.
Actionable Next Steps:
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- Evaluate your digital accessibility: If you run a website or social media account, start using Alt-Text for images and captions for videos today. This allows people with different abilities to engage with your content.
- Support disability-led businesses: Instead of just donating to large charities, buy products and services from companies owned and operated by people with disabilities.
- Correct the narrative: If you hear someone making an assumption based on a label, gently challenge it. Ask, "What makes you think they can't do that?"
- Practice Active Listening: In your next interaction with someone who has a disability, focus entirely on their words and ideas. If you find your eyes wandering to their assistive device, acknowledge it to yourself and then consciously refocus on the conversation.
The label is just the cover of the book. The ability is the story inside. Start reading.