Is Your Accent Right for the Job? A Meta-Analysis on Accent Bias in Hiring Decisions

Abstract

Standard-accented job candidates are perceived as more hireable than non-standard-accented candidates. Two broad perspectives have emerged as to what drives this effect: (a) that it is a pragmatic response to the perception that non-standard accents can impede job-relevant communication (processing fluency explanation) and/or (b) that non-standard accents signal “otherness” and candidates are devalued as a result (prejudice explanation). This meta-analytic integration of 139 effect sizes ( N = 4,576) examined these two perspectives. Standard-accented candidates were considered more hireable than non-standard-accented candidates ( d = 0.47)—a bias that was stronger for high communication jobs. Other findings, however, are difficult to explain from a processing fluency explanation: candidates’ relative comprehensibility was not a significant moderator of hiring bias. Moreover, the degree of accent bias was associated with perceptions of the candidates’ social status, and accent bias was particularly pronounced among female candidates and for candidates who spoke in foreign (as compared with regional) accents.