National Stuttering Association

Purple and turquoise starburst with the letters NSA in the middle.


As Pride Month approaches, it’s an opportune time to reflect on the diverse tapestry that makes up our workforce and the unique challenges faced by individuals within it. While much attention is rightfully given to supporting the LGBTQIA+ community during this month, I propose also considering another group that often goes overlooked: people who stutter. Both communities face distinct challenges, yet share commonalities in their journey for acceptance and inclusivity in the workplace. What’s more, is that people who belong to both communicates share a very unique set of challenges, perspectives, and work ethics that everyone can benefit learning from.

The Intersection of Stuttering and LGBTQIA+ Identities

In the quest for a more inclusive workplace, it’s essential to recognize and address the unique experiences of individuals who belong to both the stuttering and LGBTQIA+ communities. Navigating the disclosure of one’s identity – whether related to sexual orientation, gender identity, or a speech difference – requires courage and support. Despite their differences, there are many parallels between the stuttering and LGBTQIA+ communities, particularly in their advocacy for acceptance and equality. Both groups have historically faced systemic barriers and have fought for their rights and visibility. By understanding these parallels, organizations can:

  • Create open dialogue: promote conversations that normalize discussions around stuttering and LGBTQIA+ experiences.
  • Promote intersectional initiatives: develop programs and initiatives that address the needs of multiple marginalized groups simultaneously. For example, establishing employee resource groups that gather and analyze feedback from employees about attitudes in the workplace.
  • Encourage diverse teams: foster collaboration among diverse teams, valuing the unique insights each member brings.

Here are some examples of companies that have successfully implemented diversity and inclusion programs:

Building Effective Allyship

Allyship is a critical component in fostering inclusive workplaces. Effective allies understand that their role is not just to support, but to actively advocate for marginalized communities.

  • Educate yourself: take the initiative to learn about the challenges faced by people who stutter and the LGBTQIA+ community.
  • Speak up: use your platform to voice support and challenge discriminatory behaviors or policies.
  • Create inclusive policies: work towards implementing policies that protect and uplift all employees, regardless of their identity.

By acknowledging and supporting the unique challenges faced by people who stutter and the LGBTQIA+ community, we can create a more inclusive, empathetic, and innovative workplace. Let’s celebrate Pride Month by taking actionable steps towards inclusivity for all!