Last year I wrote about the pervasiveness of accent biases in the workplace. Recent research from York University reinforces this point, with researchers highlighting how one’s accent has a big impact on career success in Canada.

The study delves into the divergent repercussions of non-native accents on the sexes. The researchers posit that such effects may have far-reaching implications for workers and industries, potentially impeding progress toward gender parity.

Traditionally, studies have found that individuals with non-native accents are often viewed as less proficient. However, these investigations have primarily concentrated on the consequences for men, while disregarding the gender of the speaker altogether.

Overcoming stereotypes

The researchers were keen to understand how stereotypes form and the impact non-native accents can have during the recruitment process.

The investigation utilized the stereotype content model, which categorizes social perception into two primary dimensions: warmth and competence. These are respectively linked to perceived competition and status. Cooperative individuals are deemed warm, while those in competitive groups are viewed as lacking warmth. Furthermore, high-status roles are associated with competence, while low-status positions are linked to perceived incompetence.

Notably, women are commonly regarded as warm, a tendency that is magnified for those who speak with non-native accents, according to the research. The study focused on individuals with Mandarin accents, as Chinese immigrants constitute a significant proportion of Canada’s immigrant population. However, the phenomenon may also extend to accents associated with other traditionally gendered countries, such as India and the Philippines, as it is widely believed that female immigrants from these regions adhere to traditional gender roles.

Workforce implications

The researchers conducted three studies in which participants were presented with information about potential candidates and asked whether they would consider them for a vacant position in their organization. In the first study, participants were given audio recordings without any additional information, and some of the speakers had non-native accents.

The second study included a resume along with the voice recordings and was conducted for a full-time, paid marketing coordinator position. In the third study, the marketing coordinator position was presented in two different industries, one considered “feminine” (such as fashion or cosmetics) and the other regarded as more “masculine” (such as oil and gas or manufacturing).

The authors discovered that although warmth among women with non-native accents resulted in more favorable recommendations for certain positions, it diminished the likelihood of success for these candidates in male-dominated roles. These findings remained consistent regardless of the gender or ethnicity of the hiring decision-maker.

“Stereotypes seem to be commonly held across all groups,” the researchers explain. “They are pervasive and deep-rooted.”

Perceived differently

In certain scenarios, while non-native accents may be perceived favorably during the early stages of recruitment, the prevailing stereotypes attached to such accents can present formidable obstacles for women seeking to secure elevated positions and progress in their professional trajectories. This could be particularly problematic in roles where competence is viewed positively and warmth negatively, such as in senior leadership positions.

“What could be seen as positive—isn’t actually that positive,” the researchers explain. “These candidates won’t necessarily progress into leadership positions or won’t move into roles seen as prototypically masculine.”

As such, it’s important that we understand the importance and role these stereotypes can play, and particularly how the accents people have influenced our assumptions about them.

“These higher perceptions of warmth ultimately undermine gender equity, and push women into lower pay or prestige jobs or industries,” the authors conclude. “There are downstream implications. If women are pigeonholed into feminine positions and industries, gender-based occupational segregation occurs. When they do try to branch out, the stereotypes aren’t congruent and people will see women as a poor fit with a wider range of roles.”