The United States is largely a country built by immigrants. People fleeing persecution or seeking more opportunities travel to the United States. They settle here with their families, seek out employment and become contributing members of society.
National origin is a protected characteristic. Businesses should not consider where a worker was born when deciding who to hire or promote. Unfortunately, some businesses do not treat immigrants with the respect that they deserve or even in the same manner that they treat employees and applicants who are natural-born citizens. There are a variety of ways in which discrimination based on national origin or immigration status can manifest in the workplace, including mistreatment related to a worker’s accent.
Accents are common among bilingual workers
Many people who learn English as a second language retain an accent. Discrimination based on having an accent is somewhat common. Employers generally cannot punish workers for accents as long as they can fulfill job responsibilities.
Being able to communicate in English proficiently is a reasonable job expectation in many positions. Even workers with a nominal knowledge of the English language can often perform many job functions despite language barriers.
Companies should not reprimand workers for having accents or deny them opportunities because of how they speak. Additionally, professionals should not have to endure a hostile work environment where coworkers berate or mistreat them because of how they speak.
Professionals who lose out on advancement opportunities because of an accent or endure constant mistreatment in the workplace may have experienced discrimination based on their national origin. Documenting what occurs and reviewing it with a professional familiar with discrimination statutes could help workers assert themselves and fight back against company or coworker misconduct.