As if my first response wasn’t long enough lol, here’s something else I’d like to add. I wouldn’t have a conversation with your team about the employee’s stutter for the reasons I already wrote about. But I do think it’s great that you want to help them avoid rudeness from other employees. What I’d do is just be vigilant about observing how other employees treat/interact with the stuttering employee. If you observe rudeness/rude comments, follow whatever your workplace’s procedures are to protect the stuttering employee and appropriately handle the employee who’s mistreating them. I’d assume that would be reporting through HR but you’d know best. (And if you don’t know, take some time to preemptively find out.) I can’t tell you how many times I’ve dealt with rude comments but didn’t want to report them for fear of backlash. It would have been great to have a boss in my corner looking out for me. I’m going to repeat myself again: Stuttering is legally considered a disability. Think about what would happen if there was an employee in a wheelchair and someone made fun of them. Sorry for the multiple posts that are long, but I’m so thrilled that there are employers out there who actually give a genuine shit about wanting to know how to help stuttering employees and went as far as to ask people who stutter. Nearly being fired for my speech impediment taught me a lot about how cruel workplaces and employers can be, so this is so exciting and a refreshing perspective to me, and I want to fully and thoughtfully answer your questions.