Contextualised Accent Bias in Professional Hierarchies: Accent Effect on Evaluations of Graduate and Legal Job Candidates, 2021-2022

This data collection contains two experimental studies examining contextualised accent bias in UK professional settings. The motivation for the research is that accent continues to function as a salient social cue in the UK, signalling classed and regional identities, and may influence how speakers are evaluated in education, employment, and professional advancement. Although previous work has documented general attitudes toward English accents, less is known about how these evaluations change in relation to specific roles, sectors, and expectations within professional hierarchies. The aim of the studies was to test whether accent bias emerges selectively in contexts where role demands and linguistic norms align with particular social meanings associated with different accents.

Study 1 investigates evaluations of a recent university graduate speaking either Received Pronunciation (RP) or Multicultural London English (MLE). Participants listened to two short interview recordings and then rated the candidate on general impression and on their perceived suitability for a range of UK job roles differing in sector and seniority, including hospitality, public administration, and banking. Study 1 explores whether listeners apply accent-linked stereotypes differently when judging roles with varying status, client-facing demands, or symbolic prestige.

Study 2 focuses on the legal profession and examines how UK law students evaluate a candidate speaking either RP or MLE across legal career pathways in corporate and criminal law. Participants rated the likelihood that the candidate would receive appointments to positions ranging from trainee solicitor and pupillage roles to solicitor, barrister, and senior barrister roles. Study 2 tests whether accent-based evaluations are shaped by the linguistic expectations and prestige norms associated with different branches of the legal profession.

Across both studies, general evaluations showed no overall differences by accent, but role-specific evaluations revealed systematic patterns. Non-standard accents were judged more positively in some customer-facing or lower-status contexts, whereas RP was favoured in higher-status professional roles, particularly in legal pathways where linguistic standards are more tightly enforced. These findings support the view that accent bias is context dependent and can contribute to structural barriers to progression in UK professional hierarchies.

The dataset includes audio-based evaluation measures, role and sector judgments, accent perception items, attention checks, and demographic variables.