Question:

I am a recent graduate with MA degree. I was not born in America. Although I have an accent, I have a very good diction. I was told by a temporary agency that I shouldn't apply for a position because I have an accent. An HR Manager also told me that she didn't want to hire me to be their new receptionist because I do not have an American dialect. My qualifications were fine. Can they legally discriminate against me because of my accent? I want to work at a job that fits my qualifications and interests. What should I do?

First Answer:

Congratulations on your MA. I'm assuming that you are a US citizen or have the proper credentials to work in the United States. If you don't, these comments will not apply, anyway and you will need to get a "sponsor" to legally work in this country. I'm not a lawyer and think you might consult one if you continually feel that employers are discriminating against you. Keep in mind that all things being equal, employers will select the candidate that they think will fit in best with the rest of the staff and that will be comfortable in the job. Receptionists are constantly greeting the public and talking on the phone. Jobs like this require a great deal of verbal contact and your accent may make it hard for you to be clearly understood. Prospective employers may be understandably concerned that your accent will get in the way of doing the job and I would not consider this discrimination! If you want to work with the public and your accent is really heavy, perhaps you might consider taking diction/speech lessons so that you can make yourself understood up to the standards that are required. Meanwhile, there are many positions where your verbal skills will not be as challenged. I'd suggest applying for more back office positions!

-- Alison Blackman Dunham, life & career expert, columnist, personal public relations consultant, half of THE ADVICE SISTERS®, and the author of the ASK ALISON career advice column

Second Answer:

If you sincerely believe that you are being discriminated against due to your nationality and not your accent, that is indeed illegal in many cases and you should consult with an attorney to determine whether you have a case worth pursuing.

However, from the company's perspective, positions such as receptionist that require a great deal of verbal interaction with customers and business partners can be critical to the image of the company. I know that in the case of a previous employer of mine that great pains were taken to select a receptionist, as she was considered "the voice of the company."

That being said, just because a small handful of companies have raised an objection does not mean that all hiring managers will view your accent as a liability. And if you don't focus on it as an obstacle, others will be less likely to do so.

Finally, if you truly feel that your accent creates difficulties for your career, you might consider working with a speech therapist to reduce your accent.

-- Tracy Laswell Williams, certified job and career transition coach, accredited resume writer and founder of CAREER-Magic.com

Third Answer:

Unfortunately, I don't have enough information to provide a good answer to your question, "What should I do?" based on the preface to it of, "I want to work at a job that fits my qualifications and interests."

What I still need to know is in what area and specialty did you do your Master's work. It would also be helpful to know what your undergraduate work encompassed. Then I need to know what your interests -- both business and, to the extent they color your choices and actions and deliver a rewarding experience that is motivating -- recreational/extra curricular.

I would venture to guess that you are over qualified for a receptionist position. Perhaps, if you truly want to be a receptionist, it would be better if you sought positions within companies that primarily do business with countries or ethnicities of your background. However, with the amount of education in which you invested to build your career, you are probably starting too low on positions to get a foothold in the company. Look for situations where more of your professional skills can be exploited and build on your expertise to promote yourself once you get in. As you interview, be certain you find out about promotional practices the company uses.

As to whether these rejections are discriminatory, I have not researched the law but would say it is not discriminatory. An employer has an interest in putting forth the best qualified workers who can accomplish the work with the least amount of effort, the fewest amount of errors, and produce the highest possible amount of return. To the extent that your accent interferes (or could interfere) with good communication of information and workflow, they are justified and not accepting you for the position.

Best wishes to you. If you want more advice or guidance, you may contact me for a consultation. May all your entrances be through the doors of success!

-- Yvonne LaRose, career and professional development coach, Career and Executive Recruiting Advice

Fourth Answer:

My first question is based on your statement that you want to work at a job that fits your qualifications and interests - with an MA degree why are you applying for a receptionist job? Although legally you cannot be discriminated for having an accent, why pursue a position where speaking is 95% of the responsibilities? You could try to legally press charges, but it will turn into your word against theirs and they can find a way out - you are overqualified. Although I don't know your degree and desired field I would suggest that you meet with the career advisor at your recent university to help launch your career search.

If you are still wondering, work with a professional coach who can guide you through the process easier and faster. I am offering a 20% discount on one month of coaching to anyone who mentions this article.

-- Janine A. Schindler, Professional Coach and owner of the Jas Coaching Company

Fifth Answer:

Can't help but chuckle when I hear the phrase, "Can someone legally discriminate against me...?" Not in a humorous way but one more laden with sadness in that it reinforces my belief that the number of miscreants in business is far too high. Pretty amazing how many HR professionals - let their companies get away with such behavior...especially when they're the one's behaving so badly! OF COURSE IT’S ILLEGAL TO DISCRIMINATE AGAINST YOU BECAUSE OF YOUR ACCENT!!!! Sorry for shouting but this type of behavior ruins the reputation of great recruiters.

However, I can't help but chuckle when I think about how many times I've called into companies only to hear people brutalizing the language by dangling participles, axing me questions, and telling me that my contact ain't in (grammatical torture is a reason for not hiring a person).

To my ears, accents are never a deterrent - many of my clients are multinationals who employee the best people. I actually believe that accents are the melodies of global businesses. Improper use of the language rubs me the wrong way like fingernails on a blackboard. The truth is that in a global economy, the best companies attract the best people no matter what accents these people bring to the table.

Nonetheless, if you focus attention to your accent, the “bad” employers will pick up on it and create some lame excuse for not hiring you. You don’t want to work for these companies anyway! Focus on your accomplishments, competencies, and problem solving skills and how these relate to the position; the good companies – the one’s that need your diversity – will interview you fairly.

I saved the emotional response for the end. Some may call this unprofessional; I call it reality. I’ve said this before and I’ll continue to reinforce this: When the economy picks up, the people and organizations that behaved badly during the downturn will feel the wrath of the people. Don’t forget that temporary agency or the HR Manager who illegally discriminated you – when you land, send them nice, polite handwritten notes reminding them of their behavior and informing them that you will never treat candidates as you were treated.

-- Steve Levy, Principal of outside-the-box Consulting

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