The effect of French-English non-native accent and British-English native accent on the job hiring process evaluated by Dutch native listeners in relation to prejudice control.
As the workplace becomes more global, multinational organizations are hiring more people from all over the world. This level of intercultural communication has led to accents being spoken in the workplace that are different from those of the local workforce. The aim of this study is to assess how native Dutch-speaking listeners evaluate a non-native and native accent in English in terms of hiring recommendation and what effect prejudice control has. A prejudice control intervention was used to make participants aware of the prejudices that are activated when hearing a non-native English speaker. The participants evaluated the speakers in terms of hiring recommendation, similarity, perceived accent strength, comprehensibility, status, solidarity and dynamism. The main conclusion of the research was that the prejudice control text did not have any effect on the hiring recommendation. Understanding the effect an accent has is relevant because it can be as important as gender, skin color and ethnicity and can lead to employment discrimination.
Faculteit der Letteren