Puneet Singh Singhal, Founder of Ssstart
Stammering affects 1% of the population and can impact at any age. The extent to which it is a disability depends on the environment and the level of stammering. Puneet Singh Singhal, whose charity “Ssstart” was recently commended by the D30 Disability Impact List, explained how the nuance:
“Every person who stammers experiences stammering in a unique way. For some, it is purely psychological, for some it may be biological as well. There is a diversity in stammering. Even an individual will witness lots of changes in his stammering pattern under different circumstances. Disability comes from the extent to which their environment disables them. In simpler words, it is just the way we speak. If we get an environment where our insights is welcomed without judging, mocking or bullying, then I believe stammering will be certainly less disabling and will play an important role in enabling more humane interactions.”
In the UK, advice concurs that stammering may fall under the protection of disability rights legislation. Day to day, the impact can curtail promotion or even result in an individual feeling ostracized. This can cause unnecessary stress related absence. Stammering further limits individual potential if they feel unsafe to speak. Being judged by the content of our character and work output, rather than our communication style or presenteeism, is a massive culture shift. However, this is exactly the difference the disability inclusion movement wishes to bring to modern workplaces.
Singh Singhal continues:
The impact at work depends on the culture of the organisation/area of business we work for. The more value based and ethically literate the place is, the better are the conditions. For example, many HR staff with whom I disclosed my stammering replied that they also stammer occasionally. An occasional stammer is not the same as a diagnosis of stammering at the clinical level. While this may be well intentioned, it undermines the extent of the struggle experienced by someone with a stammer.”
Instead, Singh Singhal advises employers to:
- Create a general culture on respect and ethical literacy.
- To not think that dysfluency is a sign of low intellectual capabilities.
- Zero tolerance to bullying by co-staff, HRs, and even seniors to the person who stammers.
- Promote stammering voices to speak in public, if they are willing, to raise awareness and normalize speech differences. This is only possible if we there is trust and mutual respect.
Singh Singhal encourages businesses and people who stammer to reach out to support groups and charities to help address difficulties. In disability pride month, he advised that stammering can open the door to inclusion in a vibrant, supportive community, where members are empathetic, creative, courageous and flag bearers of inclusion and accessibility.
Now that is something to take pride in!
