The effect of race and foreign accent on managers’ career progression

Abstract

This paper investigated immigrant groups’ attributes as factors inhibiting immigrants’ career development and progression vis-à-vis local-born-mainstream-groups. Drawing on the Stereotype Content Model (SCM) of warmth and competence, we examined perceptual cues (surface-diversity) and factors that act as career progression barriers. Results revealed race (white, non-white) and accents, rather than immigrant-status, were largely responsible for perceiving barriers. Immigrant non-white managers had more limited access than immigrant white managers to informal networking, mentoring and career support irrespective of their immigrant-status. Immigrant managers did not identify perceptual biases as factors that shape their unequal access to career development opportunities, suggesting a gap between experienced and perceived bias. SCM’s interdisciplinary theoretical implications are discussed contributing to diversity management practices in international contexts.