{"id":18286,"date":"2023-10-21T03:43:11","date_gmt":"2023-10-21T03:43:11","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/16-ways-to-protect-international-employees-from-accent-bias\/"},"modified":"2023-10-21T03:43:13","modified_gmt":"2023-10-21T03:43:13","slug":"16-ways-to-protect-international-employees-from-accent-bias","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=18286","title":{"rendered":"16 Ways To Protect International Employees From Accent Bias"},"content":{"rendered":"
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As more international employees are joining the U.S. workforce every year, biases toward accents unfortunately still exist in the workplace. Despite progress in promoting diversity, the issue of accent bias continues to pose a significant hurdle. While there is nuance surrounding cross-cultural communication, there are strategies that will address bias and ensure that international colleagues feel supported and included.<\/p>\n

Below, Forbes Human Resources Council members offer 16 ideas to help employers combat this issue and create a nurturing, supportive environment for all employees, no matter their linguistic background.<\/p>\n

1. Have International Employees Share Expertise<\/h2>\n

As a French guy working in the U.S., I understand this issue very well. First, train every employee on intercultural topics. Second, ask your international employees to share their expertise with their accent\u2014through their videos, podcasts or other social platforms, but the most important action is to show value in them\u2014no matter what the accent\u2014if your international employees bring expertise. – Philippe Riveron, Edflex<\/p>\n

2. Highlight The Value Of Diversity<\/h2>\n

Firms can implement comprehensive training programs highlighting the value of diversity and inclusivity, addressing unconscious biases and promoting equitable communication practices. Creating an environment where all voices are respected, regardless of accent, fosters inclusion and minimizes bias, contributing to a healthier, more productive workplace. – Hassan Choughari, Jaroudi Group<\/p>\n

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3. Culturally Educate Employees<\/h2>\n

With a diverse workforce that includes international employees, cultural education is key for all employees. This helps foster understanding and inclusivity among the entire organization. There are many cultural differences, variations in language and words used and accents. Educating all employees and managers on cultural foundations will avoid bias and promote belonging. – Lindsey Garito, Westchester Country Club<\/p>\n

4. Create Opportunities To Hear Accents In Social Settings<\/h2>\n

Create an environment where all employees have the opportunity to speak so other people will get used to hearing the accent. Have some social events where people get to know each other apart from the work environment. Before a new international employee starts, have a meeting where a recording is played with the accent. This way, people are accustomed to hearing the accent. – Donald McDermott, D.G. McDermott Associates<\/p>\n

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?<\/em><\/p>\n

5. Don’t Only Rely On Verbal Communication<\/h2>\n

Create a work environment that values diversity and allows for the use of different tools and mediums to communicate. Not relying solely on verbal communication is one way to help reduce the risk of accent bias. When people-centric policies are implemented, ones that address individuals’ needs, employees are able to collaborate authentically and without fear of bias. – Bjorn Reynolds, Safeguard Global<\/p>\n

6. Challenge Others To Explore Bias<\/h2>\n

Biases are inevitably brought to work that runs contrary to an organization seeking to create a diverse, inclusive and welcoming workplace. Challenge people to explore their biases and consider how they may be influencing attitudes and actions. Don\u2019t only minimize individual bias but also mitigate unconscious and systemic bias embedded in talent management and other decision-making processes. – Antoine Andrews, SurveyMonkey<\/p>\n

7. Implement Diversity Program<\/h2>\n

An organization must have a comprehensive and easy-to-understand diversity, inclusion, equity and belonging program that points this out as a bias and the organizational stance. We as human resources professionals should never assume what employees should and should not do. It is our job to inform and educate. – Nakisha Dixon, Vercara<\/p>\n

8. Encourage Inclusive Communication<\/h2>\n

Encourage a culture of inclusive communication where employees understand that an accent does not reflect a person’s competence, intelligence or qualifications. Employees should be reminded that everyone has a unique way of speaking, and diversity in accents is part of a multicultural workplace. Update your company’s diversity and inclusion policies to ensure they address accent bias. – Subhash Chandar, Laminaar Aviation Infotech<\/p>\n

9. Start Comprehensive Inclusion Training<\/h2>\n

Offering comprehensive inclusion training that focuses on unconscious biases, especially accent bias, is a great first step in eliminating bias and breaking down barriers. Emphasize the importance of the message over its delivery. Foster a culture of open communication and active listening, ensuring everyone is valued for their contributions, not how they sound. True inclusivity values diverse voices. – William Stonehouse, Crawford Thomas Recruiting<\/p>\n

10. Pause, Rephrase And Confirm<\/h2>\n

Avoid asking colleagues with accents to repeat themselves or making comments like “I can never understand you,” as this can impact confidence and a sense of belonging. Instead, practice pausing, rephrasing and confirming as needed. Accent bias, effective listening and communication training should be provided to all employees. – Jennifer Rozon, McLean & Company<\/p>\n

11. Review Policies And Procedures<\/h2>\n

Review all of your policies and procedures to ensure they are inclusive of this and other possible biases and let your employees know about them through training sessions and other forms of communication. Remind employees how to professionally ask for clarification if they have questions. – Erin ImHof, CertiK<\/p>\n

12. Discuss Biases In Training<\/h2>\n

Training is essential. People often do not realize they carry a bias until it is discussed. Through diversity training, employers can easily communicate the dangers of accent bias and how it is discriminatory behavior. When you discuss discriminatory behaviors, it is vital to point to the company\u2019s policies and their consequences. – Niki Jorgensen, Insperity<\/p>\n

13. Find Ways To Celebrate Diversity<\/h2>\n

As a leader, find ways to generate, cultivate and celebrate cultural diversity! One of the beauties of this world is to greet, meet and experience different cultures and languages. Workplaces provide a unique environment to attract talents and skills from all over the world. Try it for your company and see how it generates excitement, engagement and a sense of belonging! – Omar Alhadi, Adobe Population Health<\/p>\n

14. Build Inclusive Spaces<\/h2>\n

You need to educate leaders and team members about building inclusive spaces that reflect the diversity within society. It is about creating space for grace, where employees are encouraged to embrace patience with listening, learning and expression. Also, it is important to encourage educational tools for learning internal cultural practices while evolving practices to center and embrace diversity. – Chandran Fernando, Matrix360 Inc.<\/p>\n

15. Implement Neutral Hiring Practices<\/h2>\n

Implementing neutral hiring, pay, training and promotion practices that focus on qualifications and skills can help to protect employees from accent bias and other biases. – MJ Vigil, DispatchHealth<\/p>\n

16. Include Accent Training In DEI Efforts<\/h2>\n

Include accent bias training in your DEI efforts. This can help prevent individuals from showing conscious or unconscious bias related to the national origin of someone with an accent. It can also ensure co-workers do not avoid working with someone with an accent even if an accent makes communication difficult. – Lisa Shuster, iHire<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

As more international employees are joining the U.S. workforce every year, biases toward accents unfortunately still exist in the workplace. Despite progress in promoting diversity, the issue of accent bias continues to pose a significant hurdle. 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