Accent bias in the workplace

Accent bias refers to the unfair or prejudiced treatment of individuals based on their accent or the way they speak. Due to the strong association between accents and factors like region, culture, age, gender, and social class, they can inadvertently evoke social stereotypes.  

It is a form of unconscious bias, meaning people may not be aware they are discriminating against someone based on their accent.  

Accent bias can have profound consequences for individuals and organisations alike. This post explores the impact of accent bias, challenges common misconceptions, and outlines actionable steps to foster a truly inclusive workplace where everyone feels valued and respected.  

The impact of accent bias in the workplace 

Candidates with non-standard accents can face unfair hurdles during the hiring process. During CV screening, names or accents that deviate from the perceived societal norms may be overlooked.  

At the interview stage, accent bias can influence an interviewer’s perception of a candidate’s competence, confidence, and even intelligence.  

When hired, an employee with an accent may face systemic barriers to promotions and career progression due to unconscious bias. Some colleagues may avoid interacting with employees who have non-standard accents, resulting in feelings of social isolation in the workplace. Unintentional comments or behaviours can make individuals with accents feel marginalised. Plus, accents may also unconsciously influence performance evaluations.  

How it can negatively affect your business 

Accent bias can result in a loss of talent during the hiring process. By excluding individuals based on their accents, organisations miss out on a diverse pool of talented and skilled individuals from varied backgrounds and socio-economic status.  

A workplace where this issue is prevalent can create an unwelcoming environment, which in turn can decrease employee morale, impact staff retention, and ultimately damage the employer brand.  

The link between accent and ethnic origin 

Accents are often strongly linked to specific ethnic or national origins. This can result in unconscious biases and stereotyping. If an individual’s accent is associated with a particular ethnic group that is already subject to prejudice, it can reinforce existing biases. 

Accent bias can intersect with other forms of discrimination, such as race, ethnicity and gender. For example, a woman with a strong foreign accent may face compounded discrimination based on both her gender and accent.  

While there may be correlations between accent and ethnic origin, it’s important to avoid making generalisations or assumptions based on accent alone.

Legal risks connected with accent bias

As an employer, it is essential to be aware of the implications of accent bias in the workplace. Even when comments are not intentionally malicious, they could be intersected with other characteristics protected under the Equality Act 2010 such as race, nationality, or disability. This could constitute indirect or associative discrimination, and lead to harassment claims.  

Even if accent itself is not a protected characteristic under the Act, discriminatory or harassing comments or behaviours related to an individual’s accent can create a hostile work environment and carries significant legal risks for employers. 

How to combat accent bias

By actively addressing accent bias, organisations not only avoid potential legal issues, but also bolster talent acquisition and retention by creating a workplace where everyone feels safe and respected. 

You can take the following steps to foster inclusivity: 

Raise awareness 

Education is key. Formal unconscious bias training can help individuals become more aware of what it means in social and work settings. This in turn can make employees more mindful of their own unconscious biases, including those related to gender, race, ethnicity, age, and religion.  

By fostering a greater understanding of diverse perspectives and experiences, employers can improve communication and collaboration between team members.  

Celebrate linguistic diversity

Employers can show appreciation for different accents and languages within the workplace in several ways. These include: 

1. Providing multilingual resources and encouraging clear and concise communication styles that are easy for everyone to understand. 
2. Use inclusive language that is accessible to all employees, regardless of their native language. 
3. Host cultural events that celebrate the diverse linguistic and cultural backgrounds within the workplace. 
4. Acknowledge international days dedicated to languages.

Establish a clear zero-tolerance policy

As a business owner, it’s important to establish a clear policy that does not tolerate any form of discrimination, including accent bias.  

You can integrate the accent bias policy with existing anti-discrimination and harassment policies included in your employee handbook. It should have a clear definition of accent bias and state that discrimination based on an individual’s accent is strictly prohibited and should never be a factor in hiring, promotion, or any other employment decision. 

To effectively implement a watertight zero-tolerance policy for accent bias, companies can significantly benefit from external HR expertise. Skilled HR consultants possess specialised knowledge in anti-discrimination legislation and best practices for mitigating accent bias. Their expertise can be invaluable in formulating comprehensive policies, designing effective training programmes, and providing guidance on managing potential complaints or incidents of discrimination. 

How Sapphire HR can help 

Accent bias is a serious and often overlooked form of discrimination that can have a detrimental impact on individuals and organisations. It can lead to missed opportunities for talented employees, create a hostile work environment, and damage an organisation’s reputation. 

By actively addressing accent bias, businesses can reap significant benefits. A diverse and inclusive workplace fosters creativity, innovation, and improved employee morale. By embracing the unique perspectives and experiences that individuals with different accents bring, organisations can gain a competitive edge. 

At Sapphire HR, we understand the importance of creating an inclusive workplace. We can assist you in developing strategies to combat accent bias and foster a strong employer brand that champions diversity.  

Contact our team today for advice.