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African-American Vernacular English (AAVE), also referred to as Black Vernacular English (BVA) or ebonics, is a historic American dialect of English spoken by tens of millions of individuals. It is a component of our cultural DNA and is a mixture of words and ways of speaking rooted in various African cultures, in addition to the English language spoken within the southern states of the US, with the extra contribution of the Creole language.
This way of speaking has been around for a very long time negative connotations related to it. AAVE speakers are sometimes perceived as uneducated and culturally incompatible with workplaces governed by the dominant culture. Many black individuals are punished for a way of speaking that’s deeply ingrained on this country, and yet despite their education, achievements and accolades, speaking at AAVE can significantly reduce their profession prospects.
It shouldn’t be like that. Speaking a unique dialect shouldn’t negate the skilled impact, skills and values the worker brings. Companies that claim to support Diversity, Fairness and Inclusion (DEI) while discriminating against language or dialect should reconsider their stance on this issue.
I’m working on changing that. I help organizations break down barriers and integrate DEIB into your small business structures with a human-centric approach. I’ll share how organizations like yours could be more aware of linguistic and dialectic bias to raised meet their DEI and inclusion goals.
Hire with an “added” culture, not a “matching” culture
Many AAVE speakers are sometimes rejected in an interview because they do not seem to slot in well culturally. I actually have already discussed the risks of hiring employees as a result of cultural matching, however it is value noting that language or dialect shouldn’t invalidate a person’s ability to contribute, add value or take part in skilled life.
Rather than assuming the established order is the best company culture, consider the very real possibility that having people speaking AAVE or one other dialect or language in your team can really “add” the corporate culture. For example, perhaps someone who speaks at an AAVE level can bring a latest perspective to company projects or dialogues. Or possibly they’ll connect with different partners and stakeholders in a way that the dominant culture has not been successful before. Think outside the box about how someone’s language or dialect really can increase your organization’s culture, reasonably than “slot in” with it.
Related: Avoiding the Sea of Identity: How Hiring for Culture Improves DEI
Never judge a book by its cover
Although individuals who say AAVE are sometimes described as “ghetto,” “loud,” or “aggressive,” this is commonly a misconception. A first-rate example is Angel Reese, a basketball player from Louisiana State University whose popularity has skyrocketed in recent weeks. In the eyes of the general public, she needed to face prejudices about dialect and gender.
The angel said, “I’m too hooligan. I’m too ghetto. I do not fit the narrative and I’m tremendous with that. I’m from Baltimore where you mess around and talk shit. If I were a boy, “everyone would not say nun in any respect.” Angel was referring to a basketball culture that has a double standard for girls, especially women who talk like her. While some are considered “feminine” in sports, others are called something else entirely.
Apply the identical logic to your workplace. If an worker doesn’t speak exactly like one other work culture norm, will he/she still be accepted and feel a way of belonging? Why should a language or dialect prevent someone from belonging to a workplace, or prevent him from getting a job in any respect?
DEI goes beyond skin and gender. Dialect and language shouldn’t create a hostile atmosphere where black employees are undervalued, demeaned, or kept at lower levels within the organization due to the way in which they speak.
Related: Hire like a diversity expert: 5 key characteristics of inclusive employees
Prejudice against AAVE speakers also harms organizations
Do you already know, fastest-growing demographic of entrepreneurs black women within the United States? Black women don’t wait for organizations that display bias of their company culture to simply accept it – they’ve moved on to constructing their very own empires.
Organizations that knowingly or unknowingly favor their worker pool based on the candidate’s dialect of English ultimately lose out. As mentioned, dialect doesn’t imply intelligence, talent or value. Not hiring a certified candidate because he speaks at an AAVE level only pushes him to shift his talents elsewhere, which might often leave organizations at a deficit when it comes to intellect, innovation and growth.
In this sense, prejudice not only harms the one that experiences it, but in addition organizations. This type of prejudice holds everyone back. So why not remove barriers to access, create more empathy and understanding for the various cultures living within the United States, and examine candidates through the prism of values, character, and contributions?
Related: 5 features of Black Excellence which can be neglected within the workplace
Final thoughts
Organizations lose each time they omit a candidate who speaks a dialect of English that shouldn’t be a cultural norm. Race, gender, ability, and other identifiers are seen as essential elements of DEI that contribute to a company’s growth and innovation. But why was the dialect and language omitted?
The individuals who experience probably the most prejudice are those that don’t look or speak like those of the dominant culture. Sticking to the norm shouldn’t be all the time the perfect and only way. I encourage organizations to broaden their definitions of belonging and values, and to boost awareness of dialect bias.
Human Resources and other groups involved within the hiring process and other people management functions should put in place bias barriers that put pressure on hiring managers who may discriminate against prospective employees due to their dialect of English. The financial and cultural costs are too high to disregard. AAVE is the English language and needs to be valued and seen as such in institutions.
