On December 3rd, the world observes the International Day of Persons with Disabilities—a day to celebrate the achievements, strength, and dignity of disability communities while also reflecting on the barriers that still exclude disabled people. And many of these barriers are still linked to the lack of equitable employment opportunities.
Here, I focus on barriers encountered by neurodivergent people and, more specifically, those with communication differences or disabilities.
Workplaces have the potential to power societal inclusion and empowerment. Sadly, for many people who stutter, are non-speaking, or experience situational mutism, employment remains an exclusionary space fraught with misunderstanding and bias.
Communication Differences: Stigmas and Stereotypes
The stigma surrounding communication differences is one of the most overlooked barriers to employment. People who stutter, non-speaking autistics, or those with situational mutism are often unfairly judged based on how they communicate, rather than the quality of their ideas or other work-related abilities.
Understanding Communication Differences
- Stuttering: A neurological difference that affects the flow of speech. It is not an indicator of intelligence or competence but is often misinterpreted as such. It is also not an indicator of anxiety or other mental health challenges.
- Non-Speaking Autism: Some autistic people are non-speaking or minimally speaking, but can communicate effectively using assistive devices, writing, or other methods. The common assumption that non-speaking people lack intellectual ability reflects a bias; in fact, many non-speaking people are highly intelligent yet are underestimated.
- Situational/selective Mutism: Some people may find themselves unable to speak in certain environments or under specific conditions, even though they can communicate fluently in other contexts.
These differences don’t diminish the capability of the person. In fact, people who experience the world differently bring valuable and unique perspectives to the workplace, along with valuable skills. Yet, biases and a lack of understanding can lead to exclusion in hiring processes, team assignments, and leadership opportunities.
We can do better. And in the process of creating environments that support communication differences, we create better workplaces for all.
Practical Steps Toward Workplace Inclusion
Creating a workplace that values and includes people who communicate differently requires intentional action. Here are some steps organizations can take:
- Rethink Hiring Practices
- Use valid assessments, focusing on skills and abilities relevant to specific roles, rather than traditional interviews.
- Normalize alternative communication forms like written responses, assistive technology, etc., for job applicants.
- Support Flexibility
- Offer tools like speech-generating devices, communication apps, or time for written responses during meetings.
- Allow flexible work environments that minimize pressure and do not allow bullying. This benefits everyone and might be particularly important for those with situational mutism.
- Support Participation
- Encourage employees with all types of disabilities, including communication differences, to share their experiences (if they choose to) and involve them in shaping policies and practices that can make work better for them – and everyone.
- Train Teams on Inclusion
- Educate employees about communication differences and the value of neurodiversity.
- Celebrate all forms of communication, whether verbal, written, or assisted.
- Provide training in active listening, empathy, and creating a patient, supportive workplace culture.
Perhaps the most important aspect of training is developing patience and flexibility.
One of my best High School friends stuttered quite significantly. Looking back, I was not a good friend. I filled in the blanks and finished the sentences. She was very patient with me. But it is me who should have been patient. And most of us individually, as well as our cultures, could use more patience. We could use a focus on the human in front of us. Normalizing pauses in conversations to give everyone time to process and respond can help us be more thoughtful, more inclusive humans.
Why Developing Patience Benefits Everyone
In our 24/7 go-go-go world, patience often feels like a luxury. But it’s a skill we desperately need—and developing patience in interacting with people who communicate differently is a win for everyone.
- Active Listening Improves Teamwork. When we slow down to truly listen, we not only create space for those who need more time to communicate but also strengthen team cohesion. Active listening reduces misunderstandings, promotes trust, and improves the overall quality of workplace interactions – and hence, our well-being.
- Developing Empathy Enhances Emotional Intelligence. Patience nurtures empathy, which is essential for leadership and collaboration. Understanding the perspective of someone who communicates differently can help teams become more attuned to each other’s needs and strengths.
- Better Decision-Making. Incorporating diverse voices—in whatever form these come—leads to more thoughtful and well-rounded decision-making. Taking the time to ensure everyone’s contributions are heard and understood makes for stronger, more inclusive outcomes.
Supporting a Social Shift
Employing and including people who communicate differently isn’t just about fixing workplaces. Equable employment helps improve society overall – both by creating more economic opportunities and by strengthening more inclusive cultural norms. When we embrace patience and empathy, we create a culture that values people for who they are, not just how they fit into predefined models. And if those predefined models are unfair, then we should change them.
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