Language barriers are steadily becoming less of a workplace issue thanks to modern technology. There are now various software programs that can help translate spoken and written language, as well as photographs of signs or packaging in another language. There are also countless apps, programs, books and visual media educational options to help people learn English.
In theory, it has never been easier for workers who learned English as a second language to integrate into modern workplaces. Unfortunately, employers may still mistreat them and deny them opportunities because they speak with an accent when communicating in English.
Discrimination due to accents is common
Technically, the law forbids employers from considering a worker’s national origin and immigration status when making decisions about hiring, promotions and other employment matters. When businesses consider a worker’s accent when making employment decisions, that constitutes discrimination.
Even choosing to assign a different worker to specific clients due to accent sensitivity can constitute national origin discrimination. Employers should not treat workers differently because they speak English with an accent.
They should not allow coworkers to mistreat, exclude or mock a worker because of how they pronounce words in English. They also should not cater to clients or customers who demand to speak with someone who doesn’t have an accent.
Workers denied opportunities or facing job loss because of their accents may have experienced actionable discrimination. An accent should not impact how a company treats an employee or evaluates their job performance.
Gathering records of how a company has addressed a worker’s accent can help frustrated professionals evaluate their options. Workers who have faced national origin discrimination because of an accent may have a valid reason to take legal action against their employers.