The Accent of an Employee or Job Applicant Can Lawfully

The accent of an employee or job applicant can lawfully be taken into consideration when: ​

A) the firm is using its affirmative action program to diversify its workforce
B) when few English-speaking applicants or employees are available
C) when communications are a significant part of the job in question, and the person's accent substantially interferes with the ability to communicate
D) when communications are a significant part of the job in question, and the person's accent interferes in some degree with the ability to communicate