Unconscious bias, where our attitudes and stereotypes influence how we perceive and act out of our conscious awareness, can manifest itself in many ways. It may lead us to have conscious/unconscious negative judgments about individuals who speak non-standard forms of speech or by taking the linguistically privileged stance overlooking the linguistic and cultural diversity of marginalised communities.
Linguistic racism is a form of discrimination in which language is used as a tool of oppression. This type of discrimination is often ignored, denied and passed over in silence. It can take many forms, including the devaluation of non-standard forms of language, the imposition of a dominant language on marginalised communities, and the use of native/ethnic accents as a means of exclusion and stigmatisation. Such ‘othering’ can be related to cognitive aspects where we may have difficulties processing the accent or could stem from prejudices. For instance, in English – as lingua franca – linguistic racism can manifest itself in more than one dimension. One is towards native accents (linguistic stereotyping), and the other targets non-native English speakers (linguistic racism, ethnic accent bullying).
Native speakers with accents may face difficulties in terms of linguistic-related bias and stereotype, as their speech may be perceived as less standard or less educated than the more standardised mode of speech. In the UK, the stereotyped British accent is called Received Pronunciation, Queen’s English, BBC English or Southern Standard British English. Stereotyping can lead to negative assumptions or biases about a person’s intelligence, competence, or credibility. Sometimes, people with accents face discrimination or communication barriers in professional or social settings. As well as facing challenges in terms of being misunderstood, they may also feel self-conscious about their accent.
Racism comes in degrees in diverse societies. Hierarchically, it is fair to say that compared to native speakers with accents, non-native speakers are more often exposed to linguistic bullying or ethnic accent bias, challenged by native speakers and, more tragically, by other non-native speakers.
Ethnic accent bullying can lead to feelings of isolation and marginalisation among those judged or stereotyped based on their accent and may be assumed to be less competent or intelligent because of it. Communicating with others may feel challenging, with the fear of being misunderstood or having trouble understanding others, which can lead to frustration and stress. Linguistic racism can lead to low self-esteem and self-worth issues. People with an accent may feel ashamed and try to hide it because of conditioned insecurity and self-doubting.
Linguistic bias can also be a significant barrier to social mobility in the UK, as it can limit access to education and employment opportunities for individuals from certain backgrounds. Not so distinctive from ethnicity, social class, or race, surprisingly the accent is not a protected characteristic under the Equality Act 2010.
According to a survey that was conducted by the Chartered Institute of Personnel and Development in 2006, 76% of employers admitted discriminating against candidates based on their accent, whereas only 3% of employers recognised accent as a protected characteristic.[i]
Language-based stigmatisations frequently exist, some are covered up, but some are explicitly in your face and, unfortunately, have serious consequences.
When the main pillars of linguistic stereotyping are present in education, individuals with strong regional or non-standardised modes of speech may face discrimination. Their access to education, training opportunities and acquiring skills or qualifications can be impeded.
Accent-based bias can also limit access to employment opportunities as people may be passed over for jobs, promotions or paid less than their peers. This can make it harder for them to accomplish social mobility and move up the career ladder. Exclusion from networking events, being overlooked for mentorship and sponsorship opportunities, lack of progression in the chosen field and failure to increase the earning potential, could be followed by the danger of being perceived as less competent, less intelligent, lazy or less trustworthy.[ii]
A significant impact of linguistic bias on the recruitment and employment process may potentially occur when recruiters and hiring managers have unconscious bias that leads them to overlook or undervalue job applicants who speak non-standard forms of language or have a different accent. These forms of discrimination can have significant consequences for individuals and communities, leading to the exclusion from job opportunities, the underutilisation of skills and the perpetuation of income and wealth inequality.
Accent bullying is a form of discrimination and should not be tolerated. Employers and educators can play an essential role in creating an inclusive and equitable environment by providing support, resources and education to their employees and students. To combat linguistic racism and bias in the recruitment and employment process, it is vital for organisations to take a proactive and inclusive approach. According to a new study, researchers found that “ensuring exposure to foreign accent can reduce discrimination against non-native speakers”.[iii]
By actively working to recognise and address linguistic racism and bias through mindful allyship, individuals and organisations can identify and prevent discrimination by creating a more inclusive and equitable society for all.
Allyship mindfulness involves recognising and addressing one’s biases and how they contribute to bullying. It also involves actively working to counteract bias and discrimination by creating inclusive environments. This can help to foster social change by working to overcome discrimination, advocating for policies and initiatives that promote accent diversity and inclusivity, and ultimately working to dismantle systems of oppression that contribute to linguistic discrimination.
This article was written for The Diversity Trust by Dr Serep Keles – Equality, Diversity and Inclusion Advisor, Race and Bias Consultant. You can reach her on LinkedIn or email her.
[i] Accent Bias in Britain: Attitudes to Accents in Britain and Implications for Fair Access https://accentbiasbritain.org/wp-content/uploads/2020/03/Accent-Bias-Britain-Report-2020.pdf
[ii] Alene Moyer, 2013, Foreign Accent, The Phenomenon of Non-native Speech, Cambridge University Press.
[iii] Boduch-Grabka K, Lev-Ari S. Exposing Individuals to Foreign Accent Increases their Trust in What Non-native Speakers Say. Cogn Sci. 2021 Nov;45(11):e13064. doi: 10.1111/cogs.13064. PMID: 34779531.