Do ethnic, migration‐based, and regional language varieties put applicants at a disadvantage? A meta‐analysis of biases in personnel selection
元分析22项研究（共3615名评分者）发现，与标准语言使用者相比，非标准语言（如方言或移民口音）的求职者在能力、温暖度和可雇佣性上均被评分更低，表明语言变体在人事选拔中造成系统性劣势。
Abstract This meta‐analysis examined biases in personnel selection owing to applicants' use of non‐standard language such as ethnic and migration‐based language varieties or regional dialects. The analysis summarized the results of 22 studies with a total N of 3615 raters that compared applicants with an accent or dialect with applicants speaking standard language. The primary studies used different standard and non‐standard languages and assessed different dependent variables related to hiring decisions in job interviews. The k = 109 effect sizes (Hedges' g ) were assigned to the dependent variables of competence, warmth, and hirability. Non‐standard speakers were rated as less competent ( δ = −0.70), less warm ( δ = −0.17), and less hirable ( δ = −0.51) compared to standard speakers. Thus, at the same level of competence, non‐standard speakers are rated lower than standard speakers and might, therefore, be disadvantaged in personnel selection contexts. We also considered several potential moderator variables (e.g., applicants' specific language variety, raters' own use of non‐standard language, and raters' background) but only found rather limited support for them. Furthermore, publication bias had only limited effects. Practical implications for personnel selection are discussed.