2. SECOL LXXIX Conference 2012 Jeanne J. Holmes, PhD, Douglas Mahony, PhD, & Sasha Johnson-Coleman, PhD

3. Background Leadership Prototype Accent/Dialect & Stereotype Activation Methodology Results Findings & Implications

4. Human Resource Professional “The Influence of Recruiter Accent on Potential Applicants’ Perceptions of the Organization” Covering Study - “Covering”: Social out-group members’ attempts to lessen the behaviors or “triggers” for out- group-based stereotypes when in the presence of social in-group members - Multiple out-groups (race, gender, sexuality, disability) - Multiple varieties (including linguistic)

5. Caucasian males regardless of industry or demographics of employees (Rosette et al., 2008) Asian Americans are expected to excel in math, science and engineering roles (Sy et al., 2010) Caucasian males have no occupational stereotypes outside of leadership

6. Language can serve as the marker and medium for various social identities (Lippi-Green, 1997) “… the listeners can gather social information regarding class, ethnicity, age, gender and a range of local groups and types” (Eckert &McConnell-Ginet, 2003, 269). Discrimination based on linguistics is publicly acceptable (Wolfram & Schilling-Estes, 1998)

7. H 1 : Applicants with Appalachian English (AppE) will have significantly lower evaluations than applicants with SAE when applying for positions in stereotypic organizations. H 2 : Applicants with Appalachian English (AppE) will have significantly lower evaluations than applicants with SAE when applying for positions in counter-stereotypic organizations. H 3 : Applicants with Appalachian English (AppE) will have significantly higher evaluations when applying for positions in stereotypic organization than counter-stereotypic organization.

8. - Online survey about use of audio interviews on job boards Online survey - 95 participants (residents of GA, KY, NC, SC, VA) - Applicant for a Management Trainee - John Deere (stereotypic)/ Nordstrom (counter-stereotypic) - Resume & answers to pre-screening interview questions (audio)Resume - 2 x 2 between-subjects design - Appalachian English (AppE)/Standard American English (SAE) - Stereotypic organization/ Non-stereotypic organization

9. - Dependent Variable - Evaluation (3 items: Professionalism, Match, Potential) - Independent Variables - Organization (John Deere, Nordstrom) - Accent (Appalachian English, Standard American English)Appalachian EnglishStandard American English - Manipulation check (2 questions about fit) - Pearson’s correlation (α =.825, p <.01)

10. HYPOTHESIS 1 Applicants with Appalachian English will have significantly lower evaluations for positions in stereotypical organizations than applicants with Standard American English. F= 4.85, p =.032 4.54 5.00

12. HYPOTHESIS 3 Applicants with Appalachian English will have significantly higher evaluations for positions within stereotypical organizations than counter-stereotypical. F= 4.68, p =.036 3.67 4.54

13. Male participant A: You know, this [online study] was interestin’. It’s a good idea, but if I was a foreigner, I’d be scared to use it, you know… They might not hire a fella ‘cause he’s got an accent. Researcher: Ok. I think I understand what you mean. Are you saying this because the applicant you reviewed had an accent? Male participant A: Naw. He wasn’t a foreigner. I mean… he sounds like me so some folks might say he has an accent, but that’s not what I’m talkin’ ‘bout. I’m sayin’ discrimination.

14. Female participant A: Which one you get? Female participant B: Mine was a guy who talked about his family a lot. Female participant A: Well, my fella thought stockin’ shelves at Walmart was preparing him for management. He wouldn’t have a chance. (shaking her head in disapproval)

15. When listeners’ stereotypes are activated, they may “hear” messages outside the content of the speaker’s actual words. Some AppE fail to recognize AppE as a potential social identity marker that can trigger stereotypes and lead to discrimination.

16. AppE applicants faired significantly better when applying for positions in stereotypical organizations than counter-stereotypical organizations. Linguistic discrimination impedes employment decision- makers from making accurate decisions. They often ignore information that contradicts the stereotype (e.g., Bazerman, Beekun & Schoorman, 1982). SAE applicants have an advantage for all positions regardless of organizational context

18. Condition Organiz.Stereotypic SAE Cntr-Stereotypic SAE Stereotypic AppE Cntr-Stereotypic AppE Total Dialect Female11 141248 Male169101247 Total272024 95

19. SAE

20. AppE