We need to talk about black vernacular and dialect bias in the workplace

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African American Vernacular English (AAVE), also known as Black Vernacular English (BVA) or ebonics, is a historical dialect of American English spoken by millions of people. It’s part of our cultural DNA and is a combination of words and ways of speaking rooted in various African cultures, as well as the English spoken in the southern states of the US, with additional contributions from Creole.

This way of speaking has long had negative connotations associated with it. People who speak AAVE are often seen as uneducated and not as a cultural fit in workplaces controlled by the dominant culture. Many black people are penalized for a way of speaking that is deeply ingrained in this country, and yet despite your education, achievements, and accolades, speaking AAVE can significantly diminish your career prospects.

This should not be the case. Speaking a different dialect should not negate the professional impact, skills, and value a worker brings. Companies that claim to support diversity, equity and inclusion (DEI) while simultaneously discriminate the language or dialect should reconsider their position on the issue.

I am working to change that. I help organizations break barriers and integrate DEIB into your business frameworks with a human-centric approach. I will share how organizations like yours can be more aware of language and dialect bias to improve their DEI and inclusion goals.

Hire for an “add” culture, not a “proper” culture

Many people who speak AAVE are often passed over in the job interview process because they don’t seem to fit well into the culture. I have discussed the dangers of hiring for the culture in form before, but it is worth noting that language or dialect should not override a person’s ability to contribute, add value or participate in working life.

Rather than assume that the status quo is the ideal company culture, consider the very real possibility that having people who speak AAVE or another dialect or language on the team can actually “add” to the company culture. For example, perhaps someone who speaks AAVE can bring a new perspective to company projects or dialogues. Or maybe they can connect with various partners and stakeholders in a way that the mainstream culture has not been successful before. Think outside the box about how someone’s language or dialect can really improve your company culture instead of “fitting” into it.

Related: Avoiding the sea of ​​equality: how hiring for culture improves DEI

Never judge a book by its cover

Although people who speak AAVE are often described as “ghetto”, “loud”, or “aggressive”, this is often a misconception. A good example is Angel Reese, a Louisiana State University basketball player whose popularity has skyrocketed in recent weeks. He has had to confront dialect and gender bias in the public eye.

Angel said, “I’m too hood. I’m too ghetto. I don’t fit the narrative and I’m okay with that. I’m from Baltimore where you play games and talk trash. If I were a kid, and ‘all wouldn’t be saying nun at all.’ Angel was referring to a basketball culture that has double standards for women, specifically for women who speak like her.While some consider themselves “girly” in the sport, others call themselves something quite different.

Apply this same logic to the workplace. If a worker does not speak exactly like another colleague who represents the norm of the work cultureWill they continue to be accepted and have a sense of belonging? Why should language or dialect get in the way of someone belonging to the workplace or prevent them from being hired?

DEI extends beyond skin and gender. Dialect and language must not create a hostile atmosphere in which black workers are belittled, demeaned, or repressed at the bottom rungs of the organization for the way they speak.

Related: Hire Like a Diversity Expert: 5 Key Qualities of Inclusive Employees

Bias against people who speak AAVE also hurts organizations

Did you know the fastest-growing business demographic in the United States are black women? Black women aren’t waiting for organizations that exhibit bias in their company culture to accept them—they’ve gone on to build their own empires.

Organizations that consciously or unknowingly bias their pool of employees based on the applicant’s dialect of English are ultimately losing out. As mentioned, dialect does not equate to intelligence, talent, or courage. Choosing not to hire a qualified candidate because they speak AAVE only pushes them to take their talents elsewhere, which can often leave organizations with a deficit in terms of intellect, innovation, and growth.

In this sense, bias not only harms the person who experiences it, but also harms organizations. This kind of bias holds everyone back. So why not remove the barrier to entry, create more empathy and understanding of the diverse cultures that live within the United States, and view candidates through the lens of value, character, and contribution?

Related: 5 Overlooked Qualities of Black Excellence in the Workplace

final thoughts

Organizations lose out every time they overlook a candidate who speaks a dialect of English that is not the cultural norm. Race, gender, ability, and other identifiers are considered important parts of DEI that contribute to organizational growth and innovation. But why are dialect and language excluded?

The people who experience some of the greatest prejudice are those who do not look or speak like those in the mainstream culture. Complying with the norm is not always the best or the only way. I invite organizations to broaden their definition of belonging and value and to create greater awareness of dialect bias.

Human resources and other groups involved in the hiring process and people management functions must set up safety barriers that put pressure on hiring managers who may be discriminating against potential employees based on their English dialect. The financial and cultural costs are too high to ignore. AAVE is English and should be valued and seen as such within institutions.