Introduction

The conversation around social mobility and accent discrimination has been gaining more attention in the UK, especially as we aim for greater diversity and inclusivity in both education and the workplace. Accent, while often seen as a hallmark of cultural identity, can also act as a barrier to career progression, particularly for individuals from regional or working-class backgrounds.

Drawing from the Sutton Trust’s 2022 report Accents and Social Mobility and reflecting on my own experiences as a Careers Adviser, I’ll discuss the impact of accent discrimination and why creating inclusive spaces where everyone can feel comfortable speaking in their authentic voice is essential for true social mobility.

Accent Discrimination and Its Impact on Social Mobility

Accent discrimination, or “accentism,” refers to the bias individuals face based on the way they speak. The Sutton Trust report highlights how those with working-class or regional accents are often subject to negative judgments in professional settings. In fact, 30% of UK professionals report experiencing mockery or criticism because of their accents, with those from areas like the North of England, the West Midlands, or Scotland being particularly vulnerable to bias.

This form of discrimination affects social mobility by reinforcing class divisions. In workplaces that implicitly favour “Received Pronunciation” (RP) or neutral accents, individuals from lower socioeconomic backgrounds can feel pressured to alter how they speak to fit in. This is especially troubling given that social mobility already poses significant challenges, with those from less privileged backgrounds facing barriers such as limited access to elite networks and mentorship. Adding accent discrimination to this mix only makes upward mobility more difficult.

The Sutton Trust’s report reveals that graduates from working-class backgrounds are often expected to modify their accents to be seen as professional, placing an unfair burden on them to conform to class-based norms. Such expectations not only undermine confidence but also reinforce the idea that success in certain industries is only attainable for those who sound a certain way. For 25% of university graduates, this expectation has already become a reality, with many reporting that their accents have negatively impacted their career progression.

Embracing My Scottish Accent and Leading by Example

As someone who proudly embraces my Scottish accent, I’ve seen how this small act of authenticity can make a difference. Throughout my career as a Careers Adviser, I’ve worked with students from a range of backgrounds, many of whom feel uncertain about how their accents might affect their career prospects. By being unapologetically myself in how I speak, I aim to create an environment where students and colleagues feel comfortable showing up as their true selves.

I want to help students, particularly those from Widening Participation (WP) backgrounds, understand that their accents are part of their unique identity, not something they need to hide or change. When students listen to me, someone with a non-RP accent, I hope it reinforces the message that you don’t need to modify who you are to be able to progress in your career. It is this authenticity that makes us stronger as individuals and as professionals.

Creating Inclusive Spaces at the University of St Andrews

I’m fortunate to work at the University of St Andrews, where diversity and inclusivity are not just talked about—they are integral to our institutional values. As part of the university’s 2022-2027 Strategic Plan, fostering an inclusive culture where everyone feels empowered to be their authentic selves is a central priority. The plan makes a clear commitment to challenging prejudice and discrimination in all forms.

This commitment to inclusivity is especially important in higher education, where students from all over the world come together. At St Andrews, we’re actively working to ensure that everyone—whether they speak with a Scottish, Northern, Midlands, or any other accent—feels valued. By creating a culture where accents and backgrounds are celebrated rather than criticised, we are promoting social mobility and breaking down the invisible barriers that too often hold people back.

Moving Forward: How to Combat Accent Discrimination

While embracing our accents is an important first step, it’s essential for workplaces and educational institutions to take proactive measures to combat accent discrimination. Here are a few ways we can address this issue:

1. Raise Awareness: Employers and educators should be aware of the impact of accent bias and actively challenge it. Training programs focused on unconscious bias can help reduce prejudice in recruitment and promotion decisions.
2. Promote Diversity in Media: Media representations of accents have a powerful influence on societal norms. Ensuring diverse accents are positively represented in television, film, and news can help shift perceptions of what professionalism sounds like.
3. Foster Supportive Networks: For individuals who may feel pressured to change their accents, having supportive networks within their workplace or educational setting can make a huge difference. Mentorship programs and peer networks can provide the confidence needed to embrace authenticity.
4. Focus on Merit, Not Manner of Speech: Structured interviews and skill-based hiring practices can help reduce the influence of accent bias. Employers should focus on what candidates bring to the table in terms of skills and experience, rather than how they sound.

Conclusion

Accent discrimination remains a significant barrier to social mobility, perpetuating class divides in the UK. However, by raising awareness and fostering inclusive environments, we can begin to dismantle these barriers. Embracing authenticity, especially when it comes to how we speak, is a powerful step toward creating a society where everyone, regardless of their background or accent, can thrive.

At the University of St Andrews, we are committed to this vision of inclusivity, and I’m proud to play a part in creating spaces where individuals can be their true selves. By challenging accent bias and promoting social mobility, we can help ensure that success is defined by talent and hard work, not by how you sound.

References
Sutton Trust. (2022). Accents and Social Mobility. Download the full report here.
University of St Andrews. (2022). University Strategy 2022-2027. Read the full strategy here.