The Role of Linguistic Profiling within Career Development: Cultural and Technological Implications
This edited book seeks to clarify and explain linguistic profiling in the context of career development. Chapters will cover multidisciplinary perspectives to examine, develop, and implement linguistic profiling initiatives to show employees that they are valued. The editors are Claretha Hughes, Yuanlu Niu, Karen Davis, and Karolina Hansen.
Career development research on how the systemic barrier of linguistic profiling enables or hinders the role of the organization or individual career development is much needed (Hughes and Mamiseishvili, 2018). Linguistics is the scientific study of language and its structure. Several branches of linguistics, including sociolinguistics, dialectology, and applied linguistics among others that have been used to discriminate and profile individuals in the workplace (Anderson, 2007; Barrett et al., 2022; Craft et al., 2020; Hughes and Mamiseishvili, 2018), thus stymieing their careers. Baugh (2000, p. 363) defines linguistic profiling as "identify[ing] an individual ... as belonging to a linguistic subgroup within a given speech community, including a racial subgroup."
Multidisciplinary perspectives can be advanced in the field by examining, developing, and implementing linguistic profiling initiatives without the stigmas associated with diversity, such as quotas and marginalization of others. Showing employees that they are valued through efforts to diminish linguistic profiling of employees is needed. Chapter submissions will seek to address the following questions, but are not limited to:
- What is the influence of linguistic profiling on culture, global economics, and technology innovation within career development?
- How do people modify their accents to achieve career success?
- How do workplace accents affect career development?
- How can accents harm/benefit?
- How can the dialect harm/benefit?
- How can linguistics help, harm, or benefit career progress?
- What is the influence of linguistic profiling on employability?
- How does linguistic profiling influence adaptation to and thriving within the work environment?
- How and why do people change their accents for career progression?
- What are the economic implications of career-related outcomes after being linguistically profiled?
- How can linguistic profiling be a benefit to career development processes and outcomes?
- How can linguistic profiling be harmful to career development processes and outcomes?
- How do people develop their careers while being linguistically profiled?
- How is linguistic profiling examined from a micro or macro perspective?
- In what way(s) does linguistic profiling occur during times when inequities increase?
- How do we understand the growth and development of linguistically profiled individuals?
- To what extent do individuals who are linguistically profiled hide or seek personal fixes of their differences?
- To what extent are individuals who are linguistically profiled isolated within the workplace?
- How do individuals hide perceived linguistic profiling differences?
- How can linguistic profiling be used as a career-diminishing weapon?
- How can linguistic profiling serve as a factor to change and modify people's behavior?
- How can linguistic profiling influence code-switching?
- How can linguistic profiling influence self-presentation?
- How are accents perceived by employers/peers?
We invite you to submit a chapter proposal. Each chapter proposal should be no more than 1,000 words explaining how your chapter relates directly to the title of the book. The chapter proposal must be received on or before October 30, 2024. Should your chapter proposal be accepted, full chapters are due on January 30, 2025. Each chapter will undergo two blind reviews. Chapter length requirements will be provided should your proposal be accepted. It will not be more than 10,000 words.