>as there are employers out there who value skills and potential over something like a stutter. Yeah but my point was that there will be candidates who also have those skills but without the stutter lol. So why would an employer pick you over them? The employer will see your stutter as a disadvantage and when they compare 2 candidates, why would they pick the one with the stutter? >There are companies that prioritize diversity and inclusion and understand that stuttering doesn't define someone's capabilities or work performance I think those are mostly for traits like gender and race. I rarely see it happening for disabilities (except for a few odd cafes/restaurants that specifically hire waiters and other staff who are on the autism spectrum). Plus once they fill that diversity quota, they cut it off. I think they might consider maybe 3 or 4 per department? ​ >and understand that stuttering doesn't define someone's capabilities or work performance. But communication will always be a part of almost every job. Design jobs for example will involve communicating with the product engineer. And as you design anything, you will need to constantly ask for feedback and exchange information. If employees are used to verbally communicating with each other every day, wouldn't they see your stutter as an obstacle that will slow everyone down?