I would say yes, able to do that job with mild-moderate stuttering. But whenever someone hired a person for a job they chose the best people for the job. If a persons’ job is 95% talking, dysfluency could be an impediment because a lot of people are angry and impatient when they talk to customer service. They would often be rude and want quick answers . Whereas with a job which is not dependent on speech so much might be more appropriate. People in sales and customer service can also be chosen based on tone of voice—call it discrimination if you will but where does one draw the line between discrimination and simply not being best for a job? Should TV anchors not discriminate against PWS? Should movie directors hire PWS? I have ADHD and make TONS of errors. Can I call discrimination for a that relies on accuracy— I’ve been fired because of all my mistakes but I didn’t expect my disability to be taken into account. There could have been modifications I suppose—someone checking me throughout but that’s not efficient or feasible for a time sensitive business.