It may not be overt criticism or mockery, because that would not be allowed in any office. However, prejudices stemming from the accent of international employees persist in work environments and are unfortunately the basis for many decisions.

What does a certain way of speaking or accent affect professional ability and performance? Nothing really, but many people still see someone as less capable of performing a certain function or exercising leadership because of a trait as anecdotal as an accent.

The way people speak has a significant influence on how others perceive them. A crucial aspect is accent, which plays a key role in people's impression of a speaker.  These distinctions often lead to value judgments about the speaker, including assumptions about his or her geographical origin, level of education, and social class.

Word choice, intonation, and accent can be indicators of various social and personal attributes. An accent can reveal something about a person's origin, but it can also be misleading. Upon hearing an accent, listeners often make snap judgments about the speaker. These judgements may include assumptions about geographic origin, education, and social class. But they are just that: assumptions (and generalizations).

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A study by Sutton Trust, a foundation dedicated to improving social mobility in the UK, examined the impact of accent bias on social mobility and how people are perceived by the way they speak. One of the key findings is that the hierarchy of accent prestige exists in the UK, with Received Pronunciation (RP) dominating in positions of authority, despite less than 10% of the population speaking it.

The research examined the experiences of three groups in the UK: 17-18-year-old university applicants, 18-21-year-old university students, and young professionals aged 21-24. It found that "accent prestige" was granted to those who spoke the "Queen’s English," which is a posh, standard form of British English associated with higher social status.

Conversely, authors identified accent bias against individuals from industrial cities such as Manchester, Liverpool, and Birmingham. These cities are typically seen as working-class areas, and their local accents are often perceived negatively.

Furthermore, the study discovered that ethnic minority accents, specifically those of Afro-Caribbean and Indian backgrounds, also faced bias. This means that individuals with these accents were likely judged unfairly or stereotyped based on how they spoke, reflecting broader issues of social and racial discrimination.

Accentual prejudice persists also in the United States as well, a Bates College study has shown.  The authors of this research conducted a case study in Lewiston-Auburn, Maine, an area where there is significant discrimination against people with African accents, stereotyped as African refugees and immigrants.

Among people's stereotypes and assumptions about this group of people are that people with African accents have low educational attainment, poor job skills, low intelligence, and low confidence in the workplace. These are ideas that hurt how they are perceived and treated.

The study found that non-white people who have difficulty with English are often perceived as unemployable. This perception further marginalizes these people, limiting their employment opportunities and reinforcing negative stereotypes. The study revealed how accent discrimination affects African immigrants and non-white individuals with barriers to their professional development.

Anxiety and bias based on accent is observed at different stages of life, affecting self-esteem and opportunities for career success. Accent bias affects certain communities at a very early age. According to a report by the Accent Bias in Britain project (2022), 30% of university students and 29% of university applicants have been teased or criticized because of their accents, and 25% of professionals report similar treatment at work. This problem is particularly acute for people from disadvantaged socio-economic backgrounds. According to the research, 29% of senior managers from working-class families were teased in the workplace, compared to 22% of those from more affluent backgrounds.

The study, entitled "Speaking Up", found that accents such as Received Pronunciation (BBC English), French-accented English, and the standard varieties from Scotland, America, and Southern Ireland are perceived with high prestige. In contrast, the accents of ethnic minorities (Afro-Caribbean, Indian) and those of working-class industrial cities (Manchester, Liverpool, Birmingham) are the worst rated. Despite its rarity, BBC English dominates positions of authority.

Accent prejudice often cause anxiety and shyness in the victims. This happens particularly among younger people. The research reveals that 24% of respondents worried about the impact of their accent on their success, rising to 33% among university students. The testimonies of 178 university students interviewed indicate pressures to alter their accent, adding to the cognitive and psychological burdens.

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Highlighting The Value Of Diversity:

The role of HR professionals in detecting and combating this type of behaviour in the workplace is crucial, but how can this be done when prejudices are often unconscious? Here are some keys that can help:

• Have International Employees Share Expertise: Encourage international employees to share their unique perspectives and knowledge. Their diverse backgrounds can enrich the workplace.
• Highlight The Value Of Diversity: Emphasize the positive impact that diverse linguistic backgrounds bring to the organization. Celebrate the richness of different accents and languages.
• Culturally Educate Employees: Provide intercultural training for all employees. Understanding cultural nuances can reduce bias and promote empathy.
• Create Opportunities To Hear Accents In Social Settings: Arrange social events where employees can interact informally and appreciate each other’s accents.
• Don’t Only Rely On Verbal Communication: Encourage written communication as well. Written exchanges can help mitigate accent bias.
• Challenge Others To Explore Bias: Foster open conversations about biases, including accent bias. Encourage self-awareness and learning.
• Implement Diversity Programs: Develop programs that actively promote diversity and inclusion. These can include workshops, mentorship, and leadership development.
• Encourage Inclusive Communication: Create an environment where everyone feels comfortable expressing themselves, regardless of their accent.