More than a third of employees with regional accents feel judged in the workplace, with many changing the way they speak in order to sound more professional, new research reveals.
A survey of 2,000 UK adults found that 36 percent of people with a regional dialect believed they were assessed negatively because of how they sound. Almost one in three said they deliberately softened or altered their accent at work to fit in.
The pressure to conform is strong enough that 14 percent have taken elocution lessons in an attempt to avoid bias, while 16 percent said accent anxiety had stopped them from speaking up at work.
Career impact of accent bias
The research indicates that perceptions about speech patterns are having a direct effect on confidence and progression.
Nearly a fifth of respondents believed their accent had held them back in their career, and the same proportion said it had made them feel less intelligent than colleagues. Almost a quarter said they felt most self-conscious about their accent in professional settings.
One in three workers believed that people made assumptions about their character or ability based solely on the way they spoke.
Negative experiences during recruitment were also common. Thirteen percent of those surveyed said they had heard critical comments about their accent, and the same proportion said a recruiter or hiring manager had mimicked the way they spoke.
The study was carried out by insurer Zurich UK to examine how language and background influence workplace inclusion.
Which accents are viewed as most professional?
Attitudes towards accents appear to have changed little over decades.
Received Pronunciation, sometimes described as Standard Southern British English, was judged the most suitable for the workplace by 76 percent of respondents. The Edinburgh accent ranked second at 61 percent.
At the other end of the scale, the Liverpool accent was seen as appropriate by only 35 percent of adults, while the London Cockney accent came last at 32 percent.
Accents from Wales, Yorkshire, Northern Ireland and Manchester all scored around the middle of the table, suggesting that many regional voices continue to face subtle barriers.
The full ranking of accents considered suitable for the workplace was:
- Received Pronunciation: 76 percent
- Edinburgh: 61 percent
- Welsh: 53 percent
- Yorkshire: 49 percent
- Northern Irish: 49 percent
- Manchester: 47 percent
- West Country: 46 percent
- Newcastle: 43 percent
- Glasgow: 42 percent
- Birmingham: 37 percent
- Liverpool: 35 percent
- London Cockney: 32 percent
Feeling forced to change
Steve Collinson, chief HR and sustainability officer at Zurich UK, said the findings showed how difficult it could be for people to feel comfortable at work.
“As a proud Mancunian, I wear my heritage with pride,” he said. “It’s disappointing that many of those with an accent feel that they can’t bring their authentic selves to work.”
“When people feel the need to hold back or mask who they are, you never truly see their best as they remain guarded and in survival mode, rather than able to thrive.”
Collinson said colleagues with more traditionally accepted accents were often unaware of the issue.
“Those with more traditionally accepted and ‘polished’ accents may not always realise how different colleagues with stronger regional accents experience the workplace,” he said.
“That’s why education matters. We need to help people recognise unconscious bias, challenge stereotypes, and create environments where every voice, whatever the accent, is respected and valued.”
Tackling bias in hiring and culture
In response to the results, Zurich UK said it was expanding its internal training to include specific guidance on accent bias.
The company is adding a dedicated module on the subject to its existing unconscious bias programme, with a particular focus on managers involved in recruitment and promotion decisions.
The new training is being developed with Zurich’s Social Mobility Ambassadors, a group of employees tasked with improving access and inclusion for people from a wide range of backgrounds.
The initiative reflects a growing recognition that diversity efforts must go beyond visible characteristics such as gender and ethnicity to address more subtle forms of prejudice.
Wider implications for employers
Accent bias can be difficult to identify because it is often unconscious and deeply ingrained in social expectations, experts say.
Yet the research suggests it has real consequences for engagement and performance. Workers who feel anxious about speaking up are less likely to contribute ideas, challenge decisions or participate fully in meetings.
Organisations that value creativity and open communication risk losing out if employees feel they must hide parts of their identity to be taken seriously.
Experts say practical steps can include reviewing recruitment practices, training interviewers to focus on skills rather than style of speech, and encouraging senior leaders to talk openly about the issue.
The study was conducted by polling company OnePoll, which surveyed 2,000 adults across the UK between 2 and 9 December 2025.
