English is undeniably one of the main business languages that connects people from diverse backgrounds. As professionals, our ability to communicate effectively in English is key. However, it is essential for us to recognise and appreciate the rich linguistic diversity of accents that exists within our workplaces, especially when it comes to non-native speakers of English.

You’ll be surprised at how often the topic of accents comes up with my coaching clients; from entry level professionals to high-level executives. Many feel judged or overlooked because they don’t have the “right” accent.

In meetings where ideas and solutions are discussed, it is not uncommon to encounter colleagues who speak English as their second or third (or even 7th language. Who knows?). Unfortunately, there’s a tendency to equate proficiency in English and having an “English” accent with intelligence and competence. It is high time we challenge this misconception.

First and foremost, it is crucial to understand that language is a tool for communication, not a measure of intelligence.

Fluency in English should not be used as the sole benchmark for evaluating someone’s capabilities. Individuals who speak English as an additional language also bring unique perspectives and insights that can enrich discussions and contribute to innovative solutions.

Moreover, the emphasis on an “English” accent as a symbol of authority in the boardroom is a biased perspective. Accents are a natural part of language diversity and only reflect a person’s cultural and linguistic background; not their intelligence. A diverse range of accents should be celebrated as a testament to the global collaboration that drives our businesses forward. By actively listening to and respecting different accents, we (especially leaders and decision-makers) create an inclusive environment that encourages open dialogue and the free exchange of ideas.

To promote a more inclusive boardroom culture, all of us must be mindful of our language biases and recognize the value in diverse contributions from different accents.

Additionally, organizations can implement training programmes that focus on effective communication across language barriers, creating an environment where everyone feels empowered to express themselves without fear of judgment.

Proficiency in English and the presence of a particular accent should never overshadow the wealth of ideas and perspectives that individuals bring to the table. Let us commit to building a workplace culture where intelligence is measured by the substance of ideas, not the accent in which they are expressed.