5 regional accents applicants hide in job interviews

Depending on where someone lives, developing a regional accent is unavoidable. Yet despite the fact that an accent has nothing to do with a person's workplace aptitude, many fear it could cost them a job opportunity if they don't hide it in interviews. 

People with strong U.S. regional accents were found to face a wage penalty of 20% compared to those who speak with a "standard accent," according to a recent survey of 3,000 job applicants conducted by a writing assistance organization, Writing Tips Institute. As a result, over one-third said that they "soften" their regional accents in their job interviews out of fear of negative stereotypes.

"The negative perception of accents in professional settings is frequently rooted in deep-seated societal bias, unconscious prejudice, and stereotyping tied to specific regions or communities," says Shaun Connell, founder and CEO of Writing Tips Institute. "These biases may distort people's view of a job applicant. For example, a person's speech characteristics may erroneously influence others' judgments about their educational background, social status, or skills, overlooking their actual capabilities and qualifications."

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The survey found that 51% of applicants from western New England — which includes cities such as Boston and Providence, Rhode Island — are the most likely to alter their speech patterns. The accent in this region is non-rhotic, according to the Writing Tips Institute, which means the "r" sound is often dropped at the end of words or before consonants, giving words like "car" and "park" a distinct sound. In second place, 50% of applicants with a south midland accent, which includes residents from Oklahoma and Arkansas, admitted to hiding their accents, as well as 45% of applicants with New Jersey accents.

Those disparities are even greater for those with accents outside of the U.S. A 2022 research initiative from the University of Queensland in Brisbane found that not only were interviewers less likely to hire candidates with an accent they can't place, but the disparity became worse when it was a foreign accent relative to the native language from another country, such as Spanish-accented English. As employers continue to advocate for diversity in the workplace, it's imperative that they consider accents into their inclusivity efforts. 

"Employers should cultivate a culture that appreciates diversity, including linguistic diversity, through education and discouragement of discriminatory attitudes based on accents," Connell says. "Unconscious bias training, especially for those involved in hiring, can mitigate biases including accent bias. Emphasizing skills, qualifications, and experience over linguistic traits in job descriptions, interviews, and company policies can further promote equality." 

See what other regional accents made the Writing Tips Institute's list and where applicants may be struggling to bring their full selves to job interviews: