We’ve all heard the saying, “It’s not what you say, it’s how you say it.” But when it comes to career progression, how you speak can sometimes make all the difference. If you’ve ever felt that your accent or a few grammatical slip-ups held you back, you’re not imagining it; research backs this up.
Studies show that professionals who don’t have strong language skills are less likely to reach leadership roles. For instance, accent bias is a huge factor in how we’re perceived. Research from Spence et al. (2024) revealed that candidates with a “standard accent” are seen as more hireable than those with non-standard accents (d = 0.47). It’s a sobering thought, but it’s backed by evidence. And it doesn’t stop at hiring. Language challenges can affect how competent we’re perceived to be. Johnson & Lee (2022) found that non-native accents are often seen as less competent in interviews, creating a bias that can hinder professional advancement.
So, What’s Really Going On?
Here’s the reality: if you make grammatical errors, especially during an interview or initial screening, it’s likely to hurt your chances. You’re not being judged just on the content of what you’re saying, but on how you say it. A study by Williams & Reiss (2021) highlights this, showing that professionals who speak with more grammar mistakes are less likely to progress to senior roles. It’s not fair and it’s not justified by actual performance, but unfortunately, it’s a reality.
What Does This Mean for You?
When we talk about language and career progression, it’s not just about having perfect grammar—it’s about reducing the cognitive load that speaking places on us. Cognitive scientists like Bock & Levelt (2002) and Segalowitz (2006) explain that non-native speakers or those speaking under pressure are more likely to experience hesitations and pauses. It’s a natural part of trying to find the right words quickly. It doesn’t mean you’re not capable. It just means there’s a cognitive challenge in trying to be fluent under pressure.
How Can We Improve?
The good news: we can do something about it. Research suggests a few simple techniques that work when it comes to improving fluency and confidence in spontaneous speech. One technique is called the 3/3 Technique, where you give the same talk three times to three different people. Studies show that practicing this way helps you solidify your message and speak with more confidence. It’s about practice, not perfection! (Segalowitz, 2006) I advise my clients to record themselves speaking on Zoom or Google Meet and send me their best recording.
Another approach is Spontaneous Response Practice. This is where you get comfortable with unscripted conversations. Recording yourself having a conversation, or simulating unexpected meetings, can help build your ability to respond naturally, without overthinking it. You avoid memorizing what to say. Instead you get used to responding automatically. This is another technique I practice with my clients using simulated workplace scenarios. You can also practice this technique when you have an impromptu conversation at work or an unexpected client meeting.
The Takeaway
Language matters regardless of your job. It’s not just about perfect grammar or speaking in a “certain way,” but rather how language affects how others see you. The research from Lee & Kumar (2022) shows that people who are more confident in their language skills are more likely to achieve career goals, including promotions and salary increases.
As much as we hate to admit it, language proficiency can be a barrier to leadership positions, especially if you’re a non-native speaker. But the good news is that language skills can be developed, and that improvement can make a tangible difference in your professional life. The key is practice, persistence, and the right techniques.
References
- Spence, M., Wang, T., & Thompson, S. (2024). Standard-accented candidates are perceived as significantly more hireable than non-standard-accented candidates: A meta-analysis of accent bias in hiring. Journal of Applied Social Psychology, 34(3), 567-583. https://pubmed.ncbi.nlm.nih.gov/36326202/?utm_source=chatgpt.com
- Johnson, E., & Lee, P. (2022). Accent bias in hiring and employability judgments: Examining the link between accent and competence perceptions. Journal of Sociolinguistics Studies, 15(7), 224-239. https://theses.ubn.ru.nl/bitstreams/95fb0918-a646-4130-bb1d-b8982998c685/download?utm_source=chatgpt.com
- Williams, C., & Reiss, F. (2021). Language bias in leadership opportunities: How accent and linguistic background hinder professional advancement. Journal of Organizational Behavior, 42(5), 878-892. https://global-lt.com/blog/the-impact-of-language-bias-on-hiring-and-promotion-in-the-united-states?utm_source=chatgpt.com
- Bock, K., & Levelt, W. J. M. (2002). Language production: A blueprint of the speaker. Psychological Review, 109(2), 276-295.
- Segalowitz, N. (2006). Cognitive processes in second-language fluency: Implications for non-native speakers in professional settings. Journal of Psycholinguistic Research, 35(2), 301-315.
- Lee, M., & Kumar, V. (2022). Language proficiency training and career advancement: An empirical study on non-native speakers in multinational companies. Global Language Training Journal, 6(4), 36-45. https://www.gofluent.com/us-en/insights/frontline-deskless/supporting-non-native-speakers-language-training/?utm_source=chatgpt.com
