Regional Accent Discrimination in Hiring Decisions: A Language Attitude Study

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Evidence is presented to support the notion that US regional accents influence decisions in the hiring process. Fifty-six people who hire for a variety of corporations participated in a computerized survey, during which they listened to speakers from regions of the US reading the same passage. Respondents judged the speakers on personal characteristics commonly considered in hiring decisions, attempted to identify the speakers' regions, and selected job categories for each speaker, in addition to providing information about their own linguistic security. Results indicate: 1) judgments based on regional accents strongly correlate to selection of job categories, 2) respondents were not … continued below

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Markley, E. Dianne August 2000.

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Evidence is presented to support the notion that US regional accents influence decisions in the hiring process. Fifty-six people who hire for a variety of corporations participated in a computerized survey, during which they listened to speakers from regions of the US reading the same passage. Respondents judged the speakers on personal characteristics commonly considered in hiring decisions, attempted to identify the speakers' regions, and selected job categories for each speaker, in addition to providing information about their own linguistic security. Results indicate: 1) judgments based on regional accents strongly correlate to selection of job categories, 2) respondents were not able to identify regional accents correctly, and 3) negative judgments were assigned to the speakers of accents that were correctly identified.

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  • August 2000

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  • Sept. 25, 2007, 9:02 p.m.

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  • April 20, 2020, 1:19 p.m.

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Markley, E. Dianne. Regional Accent Discrimination in Hiring Decisions: A Language Attitude Study, thesis, August 2000; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc2623/: accessed April 25, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; .

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