A survey of stutterers' perceptions of challenges and discrimination in the workplace

The impact of stuttering on employment opportunities and job performance

“…In a survey of 282 people who stutter, Rice and Kroll (1994) found that approximately 16% of people who stutter had been told that they would not be hired because of their stuttering. More than half of the people who stutter agreed that their capabilities had been misjudged by their supervisor because of their stuttering, and more than one-third reported that their stuttering had led to negative performance appraisals at work.…”

Workplace in Fluency Management: Factoring the Workplace into Fluency Management

“…The findings of Cassar (1991), Craig and Calver (1991), Rice and Kroll (1994), Wright et al (1996), and our own clinical experience indicate that employers (organizations) find improved fluency and communication skills in the workplace desirable. One consequence of eliminating stuttering in the workplace is increased operational effectiveness.…”

“…Both employers and persons who stutter have reported that stuttering interferes in the workplace (Christmann & Glad, 1996;Rice & Kroll, 1994). Some employers, coworkers, and vocational counselors not only stigmatize persons who stutter (Craig & Calver, 1991;Hurst & Cooper, 1983a;Hurst & Cooper, 1983b;Rice & Kroll, 1994) but may also inadvertently reinforce problems associated with stuttering by their attitudes and patterns of interaction (Christmann & Glad, 1996;Rice & Kroll, 1994).…”

“…Stuttering is a multidimensional disorder (Cooper, 1993;Starkweather, 1987) that has not only social consequences, but can disadvantage an individual gcademically and professionally (Christmann & Glad, 1996;Rice & Kroll, 1994). Given that equal employment and opportunity practices include the rights of persons who stutter in the workplace (Equal Employment and Opportunity Unit, 1986b; Kehoe, 1994), issues of discrimination, either positive or negative in nature, should be excluded from personnel practices.…”

Troubles de la communication et obstacles au travail : les défis des personnes et des organisations

“…Des effets négatifs tels la détérioration de la santé du titulaire, la baisse de productivité, l'insatisfaction des collègues et du gestionnaire, le renforcement des préjugés sur la non productivité des personnes avec une incapacité ne sont que quelques conséquences d'une gestion inefficace des invalidités. L'absence de programme efficace de gestion créerait aussi un effet discriminatoire contre certains groupes selon leur type d'incapacité (Rice et Kroll 1994).…”