The publication summarises 22 studies with a total of 3615 HR managers. In the studies, the methodological approach was usually such that the interview responses from applicants were presented in both standard language and in dialect or accent, with the same content.
The researchers' findings: people with a dialect or accent are categorised as less competent and less warm-hearted compared to standard speakers, among other things. With identical competences, these people are also considered less worthy of employment than their accent- and dialect-free competitors - and can therefore be at a disadvantage when selecting personnel.
Basch and his colleagues draw two conclusions from this: Firstly, pronunciation training could be worthwhile for jobseekers who do not speak a standard language. Secondly, structured interviews should be used more at an organisational level. This selection tool is not only one of the most valid, it can also reduce bias factors within the personnel selection process. It could also be worthwhile sensitising interviewers to possible distortions, as the dialect and accent have nothing to do with the person's competence.
To the publication
Schulte, N., Basch, J. M., Hay, H., & Melchers, K. G. (2024). Do ethnic, migration-based, and regional language varieties put applicants at a disadvantage? A meta-analysis of biases in personnel selection. Applied Psychology: An International Review, advance online publication. https://doi.org/10.1111/apps.12528
Contact
Prof. Dr. Johannes Basch
