Acquiring a job itself may be an uphill task for most stutterers but the most difficult task faced by stutterers is to stay put in the same job. It is not that the stutterers are faulty, but it is majorly because of the discrimination caused to them at work. Although some employers can understand and accommodate stutterers, most employers are not able to accept stutterers working under them as they feel they can not perform as well as “normal” people. What they fail to understand is that stutterers are normal people as well only with a slight speech disorder which in no way can affect their work without the job is a speech based one. More often than not, most stutterers are sidelined or made fun in most cases which tend to build up negative emotions in them reflecting on their performance.

For most stutterers, the idea of ​​a job itself can mean only self-work or a job which does not require much talking and most of them prefer the self-work jobs. This is primarily because they can not land up jobs as easily as non stutterers because of their problem, as most employers consider stuttering a setback which could hinder work. Another reason for stutterers preferring not to work in an office environment other than the reason of having to communicate with people is because of the teasing and discrimination meted out to them.

Already stutterers have limited options compared to non-stutterers because they can not choose a job which needs extensive talking or frequent communication with customers or clients. This leaves them with fewer choices and even in the few high paying jobs available, most of them require talking or making presentations at some point of time. Although most stutterers can get through these with mild ease, they are unable to do so because of the unfair environment at the work place. Either they are not given the chance to perform such tasks or they are unable to do it because of the excessive ridiculing.

To avoid this treatment of stutterers at work place, employers must first understand the capabilities of all their employees irrespective of their disabilities. Employees must be gauged based on their performance and stutterers if observed to work well must be given equal options as non stutterers. Employers must also define rules to take action against those who ill-treat stutterers. It should be understood that if given the opportunity stutterers can perform exceptionally well.