Accent discrimination, or what some might call “accenticism,” is something that most of us don’t even realize is happening.
We all know about racial or gender biases, but the subtle, often unnoticed prejudice that occurs because of the way someone speaks is just as harmful.
It happens all around us—in the workplace, in schools, and in everyday interactions. What’s even more troubling is that people often carry out this form of discrimination unconsciously.
Whether you’re listening to a colleague on the phone or interacting with a customer, the way someone sounds can influence how we perceive them.
We may not realize it, but we often judge people based on their accents, sometimes leading us to assume things about them that aren’t true.
This is why it’s crucial to understand how accent discrimination works and how to break the cycle—especially in the workplace.
Understanding Accent Discrimination: The Hidden Bias
When we hear someone speaking, we tend to make assumptions about them based on the way they sound.
Whether it’s a heavy regional accent or a foreign-sounding tone, these judgments aren’t always based on facts but on stereotypes we’ve learned over time.
For example, we might assume that someone with a strong Southern accent lacks intelligence or that someone with an accent from another country isn’t as “professional” as someone with a neutral, more mainstream voice.
These unconscious biases fall under a category called linguicism, where people are judged based on their speech patterns.
A great example of how this plays out is when we hear an accent translator in action. In some settings, companies might use technology to change or neutralize someone’s accent to make their speech more palatable to others.
While it might seem like a way to make communication smoother, it can also subtly reinforce the idea that certain ways of speaking are “better” than others.
This type of discrimination creates a hierarchy of accents, where the ones considered “standard” are deemed more acceptable than those from specific regions, social classes, or backgrounds.
How Bias Forms Around Accents
Accent discrimination often happens because we unconsciously group people into certain social classes or cultural backgrounds based on their speech. It’s a form of stereotyping that has been ingrained over time by society.
For example, someone with a British accent might be seen as more authoritative or sophisticated, while someone with a Jamaican or Mexican accent might be unfairly categorized as less educated or capable, even though this has no basis in reality.
In the workplace, these unconscious biases can manifest in many ways, from hiring practices to promotions to everyday interactions.
A person with a strong regional accent may not be given the same opportunities for leadership roles, not because they lack the skills, but because their accent leads others to unconsciously judge them as less professional or articulate.
This happens because, over time, we tend to associate accents with certain traits, both positive and negative, that have little to do with a person’s actual abilities or intelligence.
The Dangers of Unconscious Accent Bias
The real problem with accent discrimination is that it’s often hidden under the surface. Many people aren’t even aware that they’re making these judgments. It’s not about malicious intent; it’s about social conditioning.
Research has shown that our brains are wired to categorize people based on certain characteristics, and the way someone speaks is one of the easiest ways to make these quick judgments.
However, these biases can have serious consequences. People with non-standard accents might be unfairly passed over for job opportunities, promotions, or even social inclusion because of how they speak.
In the workplace, this can lead to a lack of diversity, not just in hiring but in the experiences of employees who feel that their accent holds them back. The message this sends is clear: If you don’t speak like “everyone else,” you might not fit in.
Steps to Break the Cycle of Accent Discrimination in Your Workplace
If we want to tackle accent discrimination, the first step is acknowledging that it exists. Here are some simple yet effective ways that companies can help break the cycle:
- Promote Awareness and Education
The first thing any company can do is to promote awareness of accent bias among their staff. Offer training sessions on unconscious bias, focusing specifically on linguicism.
Encourage employees to recognize how their perceptions of different accents could be shaped by stereotypes and how this can impact the way they treat colleagues and customers. - Celebrate Accents, Don’t Suppress Them
Instead of focusing on neutralizing accents, businesses should create an environment where accents are celebrated.
Encourage people to embrace their natural ways of speaking, and remind employees that communication is about clarity and respect, not conformity to a particular standard. Accents should be seen as an asset that reflects cultural richness, not as something that needs to be hidden. - Incorporate Fair Hiring Practices
When hiring, ensure that accent bias doesn’t influence your decisions. Avoid making assumptions based on how a candidate sounds, and focus more on their skills, qualifications, and potential.
Consider implementing blind recruitment processes where candidates are judged based on their abilities rather than any unconscious biases related to their accent. - Encourage Open Dialogue
Create a company culture where employees feel comfortable discussing issues around accent discrimination.
Encourage conversations that explore the impact of accent bias and offer solutions for better inclusion.
When employees feel heard and valued, they are more likely to contribute to a more inclusive environment. - Use Technology Responsibly
Technology, such as AI-driven tools, can be helpful in certain contexts. However, it’s important to use it responsibly.
If your company uses tools like accent converters or translators, ensure that they aren’t reinforcing harmful biases.
Always ask yourself: Are these tools enhancing communication, or are they inadvertently sending a message that some accents are “better” than others? If it’s the latter, it may be time to rethink their use.
Final Thoughts: Moving Towards a More Inclusive Future
Breaking the cycle of accent discrimination requires a collective effort, both in the workplace and in society as a whole.
By acknowledging the biases that exist and taking concrete steps to challenge them, we can create more inclusive, respectful environments where people are judged based on their abilities and not the way they speak.
This shift won’t happen overnight, but with awareness, education, and action, we can start to change the narrative surrounding accents—allowing everyone to be heard, respected, and valued for who they are.
