Responding to an AAC User’s Disclosure

(The following suggestions have been adapted with permission from “Making a Difference – Preventing and Responding to the Abuse of People with Developmental Disabilities: A Learning Guide".
Browne J. & Mirenda P. 1997. Ministry of Children and Families.)

If someone you support discloses that he/she is being sexually abused:

1. Go to a private place.
   
   The person may have been told to “keep quiet” or else. Sit far enough away so that the person doesn’t feel “crowded” by you. Be mindful of the volume of the conversation as many voice output devices are set at loud volumes and may need to be turned down for privacy.



2. Stay calm and provide assurance.
   
   Reassure the person that he or she is right to tell what happened, is not “bad” or to blame for what happened and can count on you for support. Don’t rush or pressure the person.



3. Don’t over-react.
   
   It is very difficult to hear someone communicate about abuse, regardless of whether it is happening now or in the past. Statements like, “That’s horrible” may encourage the abuse survivor to view the situation even more negatively. The person needs to hear messages that communicate, “What happened to you was wrong, I know you can get through this.”



4. Take what is being communicated seriously and listen without making judgments.
   
   Remember that just because a person uses AAC doesn’t mean that he or she can’t understand and isn’t able to tell you what happened. Focus on what is being communicated – not how the abuse happened. Remember that different people are affected in different ways. Validate their feelings and listen.
   
   Things to say:
   
   - "I believe you."
   
   - "It’s normal to find it hard to talk about this."
   
   - "You are not alone. Many people have been through this."
   
   - "Have you told anyone else?"
   
   - "You are very brave to tell."



5. Use plain language and let the person tell the story in his or her own way.
   
   There is a fine line between letting a person make a disclosure and conducting an interview and it is important to be cautious about this. It is not your job to interview the person and find out all the details – it is your job to listen. If you need to ask questions for clarification, keep them short and to the point. Check and confirm information as necessary if you are not sure what a word or gestures means. Avoid filling in the “gaps” by answering your own questions or asking questions that could prompt certain responses. These are called “leading questions” and could be used to discount testimony if the case goes to court. You can ask questions such as ‘What happened?”, or “How are you doing?,” but you must be careful to avoid questions that demand a “yes / no” answer like, “Did Steve hit you?” The person must volunteer the information.



6. Give the person a way of communicating:
   
   If the person communicates that he / she does not have the words to communicate what happened, try to get as much of the message as you can from their gestures, speech, display or device. Ask if he / she wants to use some other pictures – and show the pertinent display pages. These are available on this site. Do not leave the person to go and get the pictures – reassure and retrieve the pictures when it is appropriate.
   
   If you know the type of word that the person wants (e.g., a body part, an action or feeling), turn to the appropriate page in the binder and say ‘Is it one of these words”? – if the person cannot see the one that he / she wants, suggest saying the words out loud as you point to each one and have the person indicate when you say the one he/she wants.



7. Do not promise not to report the disclosure.
   
   You need to be aware of the policies and procedures within your agency or discipline.
   
   If the person asks you not to tell, do not make this promise. You might say something like “I know you’re scared and I’m here to listen to you and help you. If you are having a problem, then you deserve to get some help solving it.” It is important to be up front with this information so that you do not mislead the person.



8. Tell the person that you must report the disclosure.
   
   Thank the person for telling you and say that you are required to report the situation according to your agency’s policies and procedures.



9. Do not confront the accused person.
   
   If you confront the accused offender, you could endanger yourself and the person you are trying to help. In addition, you give the alleged offender more time to prepare for a confrontation with the authorities.