Perceptions About Occupational Experiences by People Who Stutter

Abstract

We explored the perceptions about work experiences and discrimination that people who stutter (PWS) report. A total of 184 PWS responded to a paper and pencil or an online version of a questionnaire that included 13 Likert-type scale and demographics questions. Of the respondents, 68 completed a pencil and paper version of the questionnaire and 116 completed an online version. Participants reported that their stuttering affected some aspects of occupational experiences and that their employers had made negative judgments during job interviews and promotional opportunities due to stuttering. Conversely, participants reported that stuttering did not affect whether they were asked to perform supervisory activities, that their coworkers appeared to accept their stuttering, and that stuttering did not affect their choice of careers. Stuttering severity, gender, treatment experiences, type of employment, and differences in salary did not affect participants’ reports related to occupational experiences. Finally, there were no differences between the responses provided by participants responding to the paper and pencil or electronic versions of the survey. In this paper, we discuss relationships between these findings and past research studies exploring occupational experiences of people who stutter.

Stuttering and Labor Market Outcomes in the United States

“…People who stutter (PWS) report encountering difficulties in the labor market in several qualitative and survey research studies (Bricker-Katz, Lincoln, & Cumming, 2013; C. Butler, 2014; A. R. Craig & Calver, 1991;Crichton-Smith, 2002;Hayhow, Cray, & Enderby, 2002;Klein & Hood, 2004;McAllister, Collier, & Shepstone, 2012;Palasik, Gabel, Hughes, & Rusnak, 2012;Rice & Kroll, 1994. In a survey study conducted by Klein and Hood (2004), 40% of the 232 PWS polled agreed that their job choice and earnings were negatively affected by stuttering.…”

Tartamudez y Trabajo: Un Estudio Exploratorio

“…De igual forma vemos que los participantes nos indican que han presentado problemas en sus trabajos experimentando hasta cierto punto discrimen por su condición de tartamudez. Estos resultados son cónsonos con los datos obtenidos en otras investigaciones (Hughes et al, 2010;Klein & Hood, 2004;Palasik et al, 2012;Rice & Kroll, 1997, 2006Zhang & Kalinowski, 2012) donde se evidencia esta experiencia de trato desigual y discrimen por su tartamudez.…”

“…Debido a la repercusión que tiene la tartamudez en la comunicación, se puede observar un efecto negativo en las relaciones interpersonales y en la calidad de vida de las personas con la condición (Manning, 2001). Palasik et al (2012), encontraron que los participantes de su investigación indicaron que su tartamudez afectaba algunos aspectos de sus experiencias ocupacionales y que sus empleadores habían hecho juicios negativos de ellos como resultado de su tartamudez durante entrevistas de empleo o al ser considerados para oportunidades de ascensos y progreso dentro de la compañía. Klein y Hood (2004), encontraron que las personas que tartamudean creen que su condición interfiere con su desempeño laboral y dejan pasar ofertas de empleo o ascensos en sus empleos a consecuencia de su tartamudez.…”

Speech pathology student clinician attitudes and beliefs towards people who stutter: A mixed-method pilot study

“…Research conducted with adults who stutter concluded that life opportunities were limited due to stuttering (Crichton-Smith, 2002;Klompass & Ross, 2004;O'Brian, Jones, Packman, Menzies, & Onslow, 2011;Whaley & Parker, 2000). A study conducted by Palasik, Gabel, Hughes, and Rusnak (2012) reported that people who stutter felt that their capabilities had been misjudged by employers due to their stuttering. The current study data from the POSHA-S highlighted that most of the students believed people who stutter should have jobs of high importance and can do any job that they want.…”