Support Employees who Stutter
Information and resources to assist your employee who stuttersPeople who stutter bring valuable strengths, skills, and experiences to the workplace. With acceptance, understanding, and appropriate support, they can confidently excel in their roles and offer a unique perspective.
Ki te Kotahi te kākaho te whati, ki te kāpuia, e kore e whati
When a reed stands alone it can easily break, but when bound together it is unbreakable
Supporting an Employee Who Stutters
We’re so glad you’re here and that you’re open to making your workplace more inclusive and supportive for someone who stutters. There’s quite a bit you can do, but it’s important not to assume what your team member needs because you might miss out on their full potential.
If your employee has already mentioned their stutter to you, it’s likely that they’re open to discussing it. Do be mindful though, that not everyone is ready or comfortable to talk about their stutter. Communicating with curiosity, empathy and openness will assure them that you’re there to help.
For some things to consider when talking with your employee who stutters, download the handout below.
People who stutter may face particular challenges in certain situations, so it’s important to talk about possible accommodations to ensure fairness at work. According to the Human Rights Act 1993, employers must provide reasonable accommodations for individuals with disabilities. Whether your employees view stuttering as a disability or not, they are entitled to these accommodations.
We have put together a list of common challenging situations and options for reasonable accommodations: Reasonable Accommodations in the Workplace
START is a charitable trust. If you are supporting an employee who stutters we would really appreciate your financial support, as the cost of our sessions are heavily subsidised.
Openness at Work
Having a conversation with your employee about how open they want to be about their stutter at work is important. Many people who stutter may be concerned about others’ reactions and may prefer to keep it private. However, some may be comfortable with colleagues knowing.
Your acceptance and support are key to reassuring them and setting the expectation that their way of speaking is accepted and their contributions are valued. This can foster a more inclusive and supportive environment where they can thrive.
Bullying at Work
Bullying in the workplace should never be tolerated. What might seem like harmless jokes or comments can deeply affect someone who stutters. If you observe teasing or bullying, it’s crucial to first talk with your employee before addressing the individuals involved.
Take any concerns or complaints from employees who stutter seriously. Discuss with them the steps for addressing the issue and ensure that appropriate action is taken to maintain a safe and respectful work environment for everyone.
Interviewing a Person Who Stutters
If a person informs you about their stutter during the application or interview process, or if you notice it during the interview, you may like to consider acknowledging their stutter to help them feel comfortable to express themselves more freely.
Remember, communication is about more than just ‘fluent speech’. In fact, the flow of words is a very small part of overall communication. People who stutter can be effective communicators, and often demonstrate strength in their vocabulary and listening skills. They can show great empathy and understanding of others with differences.
Consider discussing this list of reasonable accommodations for the interview process: A word on interviews
Get in touch
If you have an employee who stutters, please feel free to reach out to us for additional advice, guidance, or support.
We’re here to assist you in creating a supportive and inclusive workplace environment for all.