Research on diversity in organizations has mostly focused on attributes that rely on visual cues (e.g., gender, race, age) and overlooked an important source of difference that relies on auditory cues – accents. However, workers with non-standard accents (i.e., non-native accents, regional accents) often experience discrimination and negative outcomes at work. We first review prior accent research suggesting that these negative effects can be explained by stereotypes/stigmatization or lower processing fluency. We then identify three emerging topic areas and suggest future research directions in each domain: intersectionality, organizational language policies and practices, and investigation of a greater range of accents and languages.

中文翻译：

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听听，听听！工作中口音歧视的回顾


对组织多样性的研究主要集中在依赖视觉线索的属性（例如性别、种族、年龄），而忽视了依赖听觉线索的重要差异来源——口音。然而，具有非标准口音（即非母语口音、地方口音）的工人经常在工作中遭受歧视和负面结果。我们首先回顾了之前的口音研究，表明这些负面影响可以通过刻板印象/污名化或较低的处理流畅性来解释。然后，我们确定了三个新兴主题领域，并提出了每个领域的未来研究方向：交叉性、组织语言政策和实践，以及对更广泛的口音和语言的调查。