In this phase I have learned more about the topic of language discrimination in the workplace, summarized multiple sources, and brainstormed connections together. I have wrote on the how language plays a role in the hiring process and workplace. I have included sources and examples that back up my claim.

Jahidur Rahman

Everyone has their own language which impacts them in their everyday life. Language plays a huge role in the employers hiring process and in the workforce. There are a handful of people who have accents, don’t speak standard English, or don’t even know how to speak the language. Unfortunately, this is looked down upon in the hiring process and at a work setting. Treating someone different because of how they speak is considered discrimination against race or color. If a person can still communicate in English, then they should get their chance for fair consideration no matter how they speak. There has always been many stereotypes revolving around accented speech and non English speakers. Regardless of the negative connotations these stereotypes exude, speaking multiple forms of languages will make one stand out. It becomes possible to communicate with a vast majority of people. During the hiring process, being bilingual is a skill that appeals to the majority of employers. Employers want to diversify their workforce however, this could also lead to barriers within the employees. In other words, people who speak the same language will bond together.  

People with some regional accents have disadvantages when it comes to favorable opportunities. Amy Tan, a known novel writer about the Chinese-American experience has gone through many hardships and obstacles with language. In her essay “Mother Tongue” she talks about all the hardships faced by having an accent or not speaking standard english. Her mother has faced discrimination as a result of people not understanding her. A huge impactful problem that Amy’s mother has faced, is not getting taken seriously at workplaces. In paragraph 9 of the essay, Amy talks about how the limitations of her mother’s english made Amy yelled at workers who were rude to her. In one situation, her stockbroker would not send her a check or get taken serious, so Amy had to step in. In another situation , doctors wouldn’t help Amy’s mother.”…who spoke in perfect english… we had assurances that the CAT scan would be found.”(par 14) They were rude to her mother and wouldn’t sympathise because of her accent. When Amy spoke to them in perfect English, they budged. This shows how differently someone can get treated at work or other aspects of life based on their accent or lack of standard English. 

Accents are an integral part of our identity. Because of this, there are stereotypes and judgements. Gloria Anzaldna, a migrant worker who became a school teacher presents her struggles on academic and speaking issues of the chicano race. In her essay “How to Tame a Wild Tongue” , she is very defensive of her accent. She is constantly thinking about how others perceive her. Ansaldua mentions all the difficulties and stereotypes that she had to overcome because of her accent. In the essays she states that it’s an ethical responsibility of someone to value others diversity. “If a person, Chicana or Latina, has a low estimation of my native tongue, she also has a low estimation of me.” (pg39) Having to go through all the problems and difficulties, she faces self esteem issues. Many people with a non-standard English accent can face self esteem issues at work. This can cause them not to be motivated. They won’t speak up. This can ruin moods and cause other problems. Communication is key at the workplace. Anzaldua, in her essay, encourages people facing discimination not be disheartened and discouraged by the way they speak. Why does the way we speak affect us in the workplace? How does this relate to Amy Tan’s writing? People are more likely to be bias against speakers with accents. Amy’s family had a chinese accent while Anzaldua has a spanish accent. However, despite the difference in accents, they were both negatively affected by it. Ranging from employees being biased against them, to being overlooked, to being ignored by other officials. was all the same. 

It doesn’t matter if you’re a non-born citizen or have been raised here all your life, if an employer detects any non-standard form of English, there will be a possibility of discrimination. Vernon M. Briggs is a professor at Cornell that studied economics and labor relations. In his journal “Employer Sanctions and the Question of Discrimination: The GAO Study in Perspective” (Vol. 24, No. 4 (Winter, 1990), pp. 803-815 (13 pages) , he implies that workers and employers refuse “foreign” employees. “Employers might refuse to hire ’foreign looking’ applicants or person who ‘speak with accents’ even if such job applicants were citizens or resident aliens.” They treat these employees differently and overlook them. Employment discrimination effects the hiring process greatly. Employers can look over people with accents even if the job application said they are citizens. Employment discrimination has grown. The Urban Institute of Washington conducted a test. They had applicants that were all equally qualified to apply for the same jobs. 31% said that they have been treated unfavorably because of their “foreign look” and “foreign sound.” Unfortunately, this statistic defends the statement that employers make judgements and act biased when dealing with someone “foreign”. 

Lisa Guerin is an author of several Nolo books. She has written many books on employment, rights and workplace laws. In her article “Language and Accent Discrimination in the Workplace” she explains to us how employees are discriminated in the workplace. English-only and language fluency policies can be discriminatory in some cases because its associated with national origin. In the article, it says “However, if the employee’s accent does not impair his or her ability to be understood, the employer may not make job decisions on that basis.” Accents should not be an issue. This relates to the journal and study of Vernon M. Briggs. Accents and looks are associated with national origin. Both discuss the challenges and unjust committed by employers during the hiring process. 

An example of language discrimination in the work place is the unfortunate event that happened to Francisca Pérez. Perez worked at a high end restaurant in California when she was fired for speaking Spanish with her co workers. Her boss, Leonardo Fasulo, heard her speaking in her native language which outraged him and resulted in her firing. “California law prohibits any workplace discrimination based on a worker’s native language or accent…” Despite this law, he hurled offensive comments at her such as “This is America. We speak English here” and “You didn’t travel thousands of miles away from your country to speak the language.” Although the article isn’t clear of what happened to Perez or Fasulo, it is clear that language discrimination in the work place is conspicuous.  

Discrimination can occur pre-recruitment and post-recriutment. In the picture below, it is illustrated that many people are looked over by religion, race, sex, and language. These factors shouldn’t be the basis of hiring someone. This falls into play of judging someone’s status by the way they look or speak. English is spoken by everyone, even immigrants. Standard speakers can be authoritative against foreign looking speakers which can lead to unjust actions. In the picture, everyone is from different regions and have learned English in other ways. Such, immigrants speak English differently than the white man. There is a possibility that the old man speaks English differently than the white man because within time, language changes.                       

In conclusion, language is an important tool and skill that has thousands of variations. Amy Tan, Anzaldua, and Perez are primary examples of how discriminatory practices against languages and accents in a workplace are subtle yet consistent. Briggs and Guerin provide insight and hard facts, along with evidence that this is more common than we’d like to believe and why it’s wrong. One should not be overlooked because of it. Language defines us. No one should be looked at differently because of the way we speak. This has been an issue for a long time. There are laws abiding to this rule of dicrimination. Ethnic and cultural diversity is the reality of the United States. Greater diversity in workplaces allow to show greater respect of cultural differences. This will furthermore decrease harassment. Society becoming more diverse will make the economy a truly global one. 

Bibliography

Briggs, Vernon M. “Employer Sanctions and the Question of Discrimination: The GAO Study in Perspective.” The International Migration Review, vol. 24, no. 4, 1990, pp. 803–815. JSTOR

Guerin, Lisa, and J.d. “Language and Accent Discrimination in the Workplace.” Www.nolo.com, Nolo, 8 Mar. 2012

McGough, Michael. “Cook Settles with Davis Restaurant after Owner Allegedly Fired Her for Speaking Spanish.” Sacbee, The Sacramento Bee, 30 July 2019

Tan, Amy. “Mother Tongue.” Alvarado, Beth and Barbara Cully. Writing As Revision . San      Francisco: Pearson Custom, 2011. 207-210.

“Home.” Grademiners.com, grademiners.com/free-papers/literature/mother-tongue-by-amy-tan.