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.
