Stammering: Understanding, Supporting, and Empowering Staff in Local Government

Stammering also known as stuttering is a neurological speech condition that affects the fluency, rhythm, and timing of spoken language. It is characterised by involuntary disruptions in speech, such as the repetition or prolongation of sounds, syllables, or words, and moments of complete speech blockage. These disruptions are not under the speaker’s control and can vary in frequency and intensity depending on the situation.

While stammering most commonly begins in early childhood, it can persist into adulthood and may be lifelong. It is not caused by anxiety or nervousness, although these emotional states can intensify the symptoms. Stammering is a neurodevelopmental condition, often linked to differences in how the brain processes and coordinates speech and language. It is not a reflection of intelligence, competence, or emotional stability.

In the workplace, especially within local government where communication is central to many roles, stammering can present unique challenges. Staff who stammer may feel pressure to speak fluently in meetings, presentations, or public-facing roles, which can lead to stress, avoidance, or reduced participation. However, with the right understanding and support, these individuals can thrive and contribute meaningfully to their teams and communities.

What Is Stammering?

Stammering affects the ability to speak smoothly and confidently. It is not simply a matter of speaking slowly or hesitating it involves involuntary disruptions that can make verbal communication difficult and emotionally taxing.

Common features include:

• Repeating sounds or syllables (e.g., “mu-mu-mu-mummy”)

• Prolonging sounds (e.g., “mmmmmmummy”)

• Blocks or pauses where speech temporarily stops, often accompanied by visible effort

• Physical signs such as blinking, facial tension, or jaw tremors, which may occur as the speaker tries to push through a block

There are two main types of stammering:

• Developmental stammering: This is the most common form and typically emerges between the ages of two and five. It may resolve naturally or persist into adulthood.

• Acquired stammering: This form is less common and usually results from neurological events such as brain injury, stroke, or degenerative conditions. It can also be triggered by psychological trauma.

Stammering is highly variable. Some individuals may stammer more in high-pressure environments such as interviews, phone calls, or public speaking while speaking fluently in relaxed or familiar settings. Interestingly, many people who stammer can speak without disruption when singing, whispering, or speaking in unison with others. This variability underscores the neurological nature of the condition and the importance of context in how it manifests. Understanding stammering as a neurological difference rather than a behavioural issue is key to creating inclusive workplaces. It allows managers and colleagues to respond with empathy, flexibility, and practical support, rather than judgement or misunderstanding.

Key Statistics

Understanding the prevalence and impact of stammering helps to challenge misconceptions and highlight the importance of inclusive practices in the workplace.

• Around 8 percent of children experience stammering at some point in their development. For many, it is temporary and resolves naturally or with speech therapy. However, for others, it persists into adulthood and becomes a lifelong condition.

• Approximately 3 percent of adults in the UK live with a stammer. This equates to hundreds of thousands of people across the country, many of whom are in the workforce including in local government.

• Stammering is four times more common in men than in women, though the reasons for this gender difference are not fully understood. It may relate to neurological and developmental factors.

• In a survey of adults who stammer, 70 percent believed their speech had negatively affected their chances of being hired or promoted. This suggests that stigma and misunderstanding continue to shape career outcomes, regardless of actual ability or performance.

These figures show that stammering is not rare. It is a common neurodivergent experience that can have a profound impact on confidence, communication, and career progression. For local authorities committed to equality, diversity, and inclusion, recognising and addressing these barriers is essential.

Challenges Faced by Individuals

Stammering is not just a speech issue it can affect many areas of life, particularly when individuals feel judged, misunderstood, or unsupported.

• Social interactions: People who stammer may avoid speaking in groups, introducing themselves, or making phone calls due to fear of embarrassment or being interrupted. This can lead to social isolation or reduced participation in team activities.

• Professional settings: Tasks that require verbal communication such as giving presentations, attending meetings, or participating in interviews can be especially challenging. Some individuals may avoid applying for promotions or leadership roles, not because they lack the skills, but because they fear being judged on how they speak rather than what they say.

• Mental health: The emotional toll of stammering can be significant. Many people report feelings of shame, frustration, or anxiety. Over time, this can contribute to low self-esteem, depression, or withdrawal from opportunities that involve speaking.

One anonymous contributor shared:

“Living with a stammer is painful, scary and frustrating. But I’ve learnt so much from it it’s given me insight into other people’s struggles.”

This quote reflects a common theme: while stammering can be deeply challenging, it can also foster empathy, resilience, and self-awareness.

Unfortunately, the impact of stammering often begins early. In one study, 83 percent of adults who stammer reported being bullied at school. These early experiences can shape how individuals view themselves and their communication abilities well into adulthood.

In the workplace, especially in environments like local government where communication is central to many roles, these challenges can be compounded if there is a lack of awareness or support. But with the right culture and adjustments, staff who stammer can thrive and contribute fully.

Strengths and Opportunities

While stammering is often viewed through the lens of difficulty and limitation, many people who stammer develop unique strengths that enrich their personal and professional lives. These strengths are not incidental they are often cultivated through years of navigating communication challenges, building resilience, and finding creative ways to express themselves.

• Resilience

  Living with a stammer requires persistence. Every conversation can be a test of patience and courage, especially in environments where fluent speech is expected. Over time, this builds emotional strength and determination. People who stammer often develop a deep capacity to persevere through discomfort and uncertainty qualities that are invaluable in leadership, crisis management, and public service.

• Empathy

  Experiencing misunderstanding or exclusion can foster a profound sense of empathy. Many individuals who stammer become highly attuned to the needs and struggles of others, making them thoughtful colleagues, compassionate managers, and effective community advocates. In local government, where serving diverse populations is central, this empathy can translate into more inclusive and responsive services.

• Listening Skills

  People who stammer often become excellent listeners. They understand the value of being heard and are less likely to interrupt or dominate conversations. This attentiveness can improve team dynamics, strengthen relationships with residents, and enhance collaborative decision-making.

• Creative Communication

  When speech is difficult, individuals often find alternative ways to communicate through writing, visual storytelling, music, or digital media. These creative outlets not only support self-expression but also bring fresh perspectives to problem-solving and public engagement. In roles that involve policy, communications, or community outreach, this creativity can be a major asset. Actor Emily Blunt, who has spoken openly about her experience with stammering, reflects:

“My stutter was always much more than just a stutter. It was my teacher; it was a doorway to compassion.”

Research also shows that stammering can shape identity in meaningful ways. Many people report that it has helped them develop greater self-awareness, patience, and emotional depth. These qualities contribute to stronger interpersonal relationships and a more inclusive workplace culture. In local government, where communication, empathy, and resilience are core to public service, these strengths should be recognised and celebrated. By shifting the narrative from deficit to potential, councils can empower staff who stammer to lead, innovate, and thrive.

What Local Government Can Do

Local authorities are uniquely positioned to model inclusive employment practices that support neurodivergent staff including those who stammer. By fostering understanding, making reasonable adjustments, and embedding inclusive recruitment and management practices, councils can ensure that all employees feel valued, heard, and empowered to contribute fully.

Make Reasonable Adjustments

Reasonable adjustments are not just a legal requirement under the Equality Act they are a vital part of creating a workplace where people who stammer can thrive. These adjustments should be tailored to individual needs and communicated clearly across teams.

• Allow extra time for presentations or verbal tasks

  Fluency can vary depending on stress levels and context. Giving staff more time to speak reduces pressure and improves clarity.

• Offer alternatives to verbal communication

  Tools like chat functions in meetings, written reports, or email-based updates allow staff to contribute without relying solely on speech.

• Provide quiet spaces for phone calls or interviews

  Reducing background noise and distractions can help staff feel more comfortable and in control during verbal interactions.

• Enable staff to signal when they prefer not to speak aloud in group settings

  Simple systems such as colour-coded cards, chat messages, or meeting preferences can help staff manage participation without drawing attention to their stammer.

These adjustments benefit not only those who stammer but also staff with anxiety, auditory processing challenges, or other communication-related conditions.

Train Managers and HR Teams

Awareness and empathy start with leadership. Managers and HR professionals should be equipped to support staff who stammer with confidence and sensitivity.

• Educate staff on what stammering is and how it affects communication

  Training should cover the neurological basis of stammering, common misconceptions, and the emotional impact of speech-related challenges.

• Promote strengths-based supervision and psychological safety

  Focus on what individuals bring to the team, not just how they communicate. Create environments where staff feel safe to disclose their needs and speak without fear of judgement.

• Avoid assumptions

  Stammering is not a sign of nervousness, incompetence, or lack of preparation. Managers should avoid interpreting speech patterns as indicators of performance or confidence.

  

Use Inclusive Recruitment Practices

Recruitment processes can unintentionally exclude candidates who stammer. Inclusive practices ensure that communication differences do not become barriers to opportunity.

• Offer written interview formats or allow candidates to self-identify communication preferences

  Giving candidates the option to respond in writing or explain their preferred communication style helps level the playing field.

• Avoid penalising pauses or repetition in verbal assessments

  Interview panels should be trained to focus on content, not fluency. Scoring systems should account for neurodivergent communication styles.

• Ensure interview panels are trained in disability awareness

  Panels should understand how stammering may present and how to create a supportive interview environment. As STAMMA research highlights:

“People who stammer often settle for jobs with fewer communication demands not because they lack ability, but because the system isn’t built for them.”

Local government can change that narrative. By building systems that accommodate and celebrate diverse communication styles, councils can attract and retain talented individuals who might otherwise be overlooked

What Individuals Can Do to Support Themselves

Living with a stammer can be challenging, but many people find ways to manage their speech, build confidence, and thrive in both personal and professional environments. Self-help strategies and tools can make a meaningful difference, especially when combined with understanding and support from others.

Self-Help Strategies

These approaches are designed to help individuals take control of their communication and reduce the emotional burden often associated with stammering.

• Talk about it

  Mentioning your stammer early in a conversation or meeting can reduce pressure and help others understand your communication style. It can also foster empathy and create space for more relaxed, authentic interactions.

• Join support groups

  Connecting with others who stammer whether in person or online can be empowering. Sharing experiences, tips, and encouragement helps reduce isolation and builds a sense of community.

• Practice voluntary stammering

  Intentionally stammering in safe environments can help desensitise fear and reduce avoidance behaviours. This technique, often used in speech therapy, can increase confidence and reduce anxiety around speaking.

• Use mindfulness and relaxation techniques

  Breathing exercises, meditation, and grounding techniques can help manage the anxiety that often accompanies stammering. These practices support emotional regulation and can improve fluency in high-pressure situations.

• Work with a speech therapist

  Speech and language therapy can focus on fluency techniques, confidence-building, or acceptance. Therapy is not about “fixing” speech but about empowering individuals to communicate effectively and feel comfortable in their own voice. As STAMMA reminds us:

“You are not lazy, stupid, or losing your mind your brain just works differently.”

This message is vital for self-esteem and self-advocacy. Understanding that stammering is a neurological difference not a personal failing can be transformative.

Helpful Tools

Technology and alternative communication methods can support fluency and reduce stress in professional settings.

• Apps and devices to support speech fluency

  Tools like speech pacing apps, delayed auditory feedback devices, or fluency-enhancing software can help individuals manage their speech in real time.

• Online communities and peer networks

  Platforms like STAMMA, the British Stammering Association, and international forums offer resources, advice, and peer support.

• Written communication alternatives

  Email, chat functions, and collaborative documents allow individuals to contribute without relying solely on verbal communication. These options can be especially helpful in meetings, interviews, or presentations.

  
  

By combining self-help strategies with supportive environments, individuals who stammer can build confidence, reduce anxiety, and communicate effectively in ways that work for them.

Final Thoughts

Stammering is not a flaw it is a neurological variation that affects speech, but not intelligence, capability, or potential. People who stammer are just as capable, creative, and driven as anyone else. What they need is not correction, but understanding. What they deserve is not pity, but respect. With the right support, individuals who stammer can thrive in any workplace, including local government. Councils are uniquely placed to lead by example creating environments where communication differences are accepted, adjustments are made proactively, and staff are empowered to bring their full selves to work.

By fostering inclusive cultures, offering reasonable adjustments, and celebrating diverse communication styles, local authorities can ensure that all staff regardless of how they speak feel valued, heard, and supported. This is not just about compliance with equality legislation. It is about building workplaces that reflect the diversity of the communities they serve and unlocking the full potential of every employee. Stammering may affect how someone speaks, but it does not define who they are. With empathy, flexibility, and a commitment to inclusion, we can ensure that no one is held back by how they sound and that every voice is given the space to be heard.