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From: Anita
Date: 11 Oct 2006
Time: 07:41:25 -0500
Remote Name: 81.228.198.23
Hi again Tony Here you have a perfect example of what the term disability can do. I can see two possibilities here: 1. She didn't think your stutter would be a problem for the job. She simply didn't think your stutter was a disability to the company (OBS that most companies are not thinking of what they can do for you, but what you can offer them.) and no barriers were set. 2. She did think your stuttering IS a disability, but you filled a quota. You got the job, they got the quota. Now you have two possibilities: a) You are fine with that and use the situation to get help with devices, phone calls or whatever you might need to make the working situation easier for you. Use the situation to advertise in any which way that is comfortable to you. b) You feel hurt and don't accept the job, or accept it, but feel uncomfortable with it. In the last case, why not ask? If she admits stuttering is being seen as a disability you have the perfect situation to inform her. So whatever the situation is, you might as well make the best of it! :-) Anita Hi again, Anita One point that has cropped up in conversations elsewhere - The first non-family person to have faith in me was my first line manager in the NHS, who gave me a job, even thought I stuttered terribly at interview. She was marvellous, and gave me huge support. It has occured to me (and been voiced on a couple of occasions by others) that I may have been taken me on in order to meet disability quotas. I personally doubt whether this was the case, though do regard my stutter as a minor disability. Do yu think that this could be justified? Kind regards Tony