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！工作中的口音歧视回顾


对组织多样性的研究主要集中在依赖于视觉线索的属性（例如，性别、种族、年龄）上，而忽略了依赖于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）的员工在工作中经常会受到歧视和负面结果。我们首先回顾了先前的口音研究表明，这些负面影响可以用刻板印象/污名化或较低的处理流畅度来解释。然后，我们确定了三个新兴的主题领域，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，以及对更大范围的口音和语言的调查。