Challenging Accent Bias in the Workplace, According to Ahana Banerjee

In a recent LinkedIn post, Ahana Banerjee addresses the pervasive issue of accent bias in professional settings, urging a shift in how we perceive and react to diverse speaking styles. Banerjee highlights that phrases like “Your English is surprisingly good” are not compliments but rather signal underlying biases about what constitutes “professional” communication. She argues that this “accent anxiety” is rarely about actual language proficiency but stems from ingrained prejudices.

Writing for Enterprise Media, I am reporting on Banerjee’s insights, which stem from her experience at Clear, a fully remote company operating in English across numerous countries. This global footprint, spanning locations from the US and Canada to India, Sri Lanka, Japan, and Australia, has underscored a critical observation for Banerjee: when individuals feel judged for their accents, their willingness to contribute diminishes significantly.

“When people feel judged for how they sound, they contribute less. They hesitate. They edit themselves. They withdraw.”

Banerjee contends that this self-censorship results in a tangible loss for companies, not for the employees themselves. She advocates for treating pronunciation and diverse accents as a matter of basic respect, rather than a potential social risk.

Fostering an Inclusive Communication Environment

Ahana Banerjee outlines practical strategies for cultivating a more inclusive workplace where all voices can be heard without reservation. She emphasizes the importance of normalizing clarification without shame, providing alternatives to accusatory phrasing.

Normalizing Clarification

Instead of saying, “I can’t understand your accent,” Banerjee suggests adopting phrases like, “Sorry – could you repeat the last sentence?” This approach, she argues, avoids making the speaker feel inadequate and encourages open communication. She also cautions against the passive-aggressive silence that can leave individuals feeling compelled to over-explain themselves.

Respecting Names

Another key point raised by Banerjee is the immediate and respectful handling of name pronunciations. She advises addressing uncertainty about a name’s pronunciation directly and early on.

“Can I check I’m saying your name correctly?”

According to Banerjee, tackling this potential awkwardness upfront, without ego, prevents it from becoming a larger issue. The longer such uncertainties are left unaddressed, the more uncomfortable they become for everyone involved.

Leadership’s Role in Valuing Substance Over Style

Banerjee directs a crucial message to leaders, urging them to prioritize the substance of ideas over the perceived style of delivery. She warns against a common pitfall where only those with conventionally “neutral-sounding” accents receive significant airtime.

“If only the most “neutral-sounding” voices get airtime, you’re not optimising for ideas – you’re optimising for familiarity. Be mindful of this.”

In Ahana Banerjee’s view, this practice leads to optimizing for familiarity rather than for the best ideas. She concludes by stating a clear principle: “Accents are not unprofessional. Assuming they are… is.” This incisive observation challenges the ingrained biases that often go unexamined in professional interactions.

Banerjee’s post serves as a call to action for businesses to re-evaluate their communication norms and actively work towards creating environments where diversity in speech is not just tolerated but celebrated as a strength.