The Way You Speak Could Impact Your Business Travel Opportunities
A recent survey conducted by SAP Concur reveals that nearly one in five workers worldwide believe they have been excluded from business trips due to their accents. The survey, which included 3,850 business travelers across 25 markets, found that 18% of men and 16% of women felt their accents hindered their chances for equal opportunities in work travel. The problem was most prevalent in the Asia-Pacific region, particularly in Australia/New Zealand, Taiwan, and Singapore/Malaysia.
The survey also showed that more people believed their accents affected their work travel opportunities compared to their physical appearance, ethnicity, or sexual orientation. Some companies even had an internal ratings system that considered employees’ accents when choosing speakers for events. The goal was to select speakers whose accents the audience could easily understand, as attention spans are getting shorter.
However, determining which accents are easier to understand is subjective and influenced by the listener’s native language. For example, English and Dutch speakers usually have no trouble understanding each other due to the similarity of their languages. On the other hand, Vietnamese and English are vastly different, making it challenging for Vietnamese speakers to grasp the sounds at the end of English words.
Accent bias in the workplace goes beyond communication barriers. Research shows that individuals with non-native accents are often negatively perceived, regardless of their competence levels. They are viewed as less intelligent, loyal, trustworthy, and competent. Consequently, non-native speakers are less likely to be hired, assigned lower-status jobs, and earn less.
There is an “accent hierarchy” in today’s globalized world, where accents from Britain, Australia, New Zealand, Canada, and the United States are considered more prestigious. On the other hand, Asian accents are often treated less favorably due to racism. Ultimately, it is not just about speech but also about nationality and ethnicity.
The presence and severity of accent bias in the workplace can vary depending on the industry, location, and company culture. For instance, French accents may be more accepted in the wine industry. Additionally, national stereotypes can worsen accent bias, as people often associate certain accents with specific nationalities.
Workers like Elizabeth, from Taiwan, have experienced disrespect and ridicule at work due to their accents. To combat this, some individuals invest in business English courses to improve their communication skills and gain respect from their colleagues.
To address accent discrimination, employers can consider reducing accent bias through various methods. Stay tuned for the second part of HaberTusba’s coverage on accent bias in the workplace for more on this topic.
