The Interview That Was Over Before It Began
Katherine walked into the interview room confident and prepared. As an experienced consultant, she was excited about the opportunity to collaborate with a start-up firm. She had spent hours preparing, ensuring she could articulate her unique value proposition and share how her expertise could elevate the firm’s offerings.
But just 5 minutes into the conversation, everything changed. The interviewer - a white male and founder of the firm – leaned forward with an almost casual question: “You have an accent. Do you offer consulting in English?”
Katherine paused. It wasn’t the first time someone had commented on her accent, but the tone and context were different. She answered politely, reaffirming her proficiency in English and referencing her decades of successful consulting with clients at the highest levels.
Yet the atmosphere in the room shifted. The interviewer’s body language turned cold, his engagement faded, and the conversation became stilted. It was clear that his focus had moved away from Katherine’s qualifications. The interview, for all intents and purposes, was over.
Accomplishment Meets Prejudice
This moment stood in stark contrast to Katherine’s incredible journey. She immigrated to the United States from Asia to attend college, leaving behind her family and her home country to pursue an education. After graduation, she secured a coveted role as a strategic advisor at a well known tech company. Over the next 20 years, she built a remarkable career, becoming an executive strategist and trusted advisor to senior leaders at several Fortune 500 companies.
A few years ago, Katherine made the bold decision to leave the corporate world to start her own consulting business, which has since thrived under her leadership. Through it all, Katherine had never encountered issues related to her English proficiency. Her accent, though slight, had never been a barrier. Her clients valued her insights, her results, and her ability to articulate herself well and communicate effectively. But in this interview, all of that seemed irrelevant.
When she became my coaching client, it was clear that she embodied the resilience, adaptability, and expertise required to navigate high-stakes professional environments. Yet, the bias she experienced during this interview was a stark reminder of how even the most accomplished professionals can face unjust hurdles.
The Missed Opportunity: Bias in Action
Katherine had come to the interview prepared to discuss her philosophy, review signature methodologies, share client success stories, and explore how she could help the firm achieve its goals. Instead, the conversation was derailed by a comment on her accent, and the interviewer—a founder of the firm—seemed to lose interest entirely.
As a leader shaping the direction and culture of the organization, the founder’s bias had broader implications. By fixating on a superficial characteristic, he not only dismissed Katherine’s wealth of experience and proven results but also set a tone that could discourage diverse talent from thriving within the company.
Accents as Strength
Katherine’s accent is part of her story—a story of resilience, adaptability, and global perspective. It represents her ability to bridge cultures, navigate complexity, and bring unique insights to the table. In today’s interconnected world, these are invaluable skills.
Yet her experience highlights a larger issue: traditional notions of “professionalism” often exclude the diversity that drives innovation and success. Accents should be seen as a strength, not a limitation—a reflection of the rich experiences and skills that multilingual, multicultural individuals bring to the workplace.
A Call to Action: Building an Inclusive Future
“Inclusion is the act of creating conditions for other people to thrive, not in spite of their differences….but precisely because of those differences.” Frances Frei and Anne Morris write in their book, Move Fast & Fix Things. They continue, “Inclusion increases our collective access to knowledge, which enables us to see our competitive landscape more clearly.”
Katherine’s story is a powerful example of what happens when inclusion is absent. By focusing on her slight accent rather than her exceptional qualifications and proven track record, the interviewer not only undervalued Katherine but also deprived their organization of a unique and highly skilled perspective.
This story serves as a wake-up call for leaders, recruiters, and decision-makers:
Reflect on unconscious biases:
Recognize how snap judgments based on irrelevant characteristics, like accents, can cloud our ability to see true talent.
Redefine professionalism:
Move beyond outdated notions of what a professional “should” look or sound like, and focus on the skills, impact, and value that individuals bring.
Champion inclusive hiring practices:
Create structures that evaluate candidates fairly and focus on their contributions, ensuring that every individual has the opportunity to thrive based on their abilities and achievements.
Inclusion isn’t just a moral imperative—it’s a strategic advantage. By embracing diverse voices and perspectives, organizations can unlock innovation, encourage creativity, and better navigate today’s complex, interconnected world.
Resilience and Hope
Though Katherine walked away from the interview feeling deflated, she wasn’t defeated. She returned to her thriving consulting business, choosing to focus on the clients and opportunities that valued her contributions.
Katherine’s experience is a reminder that bias still exists, even for those with stellar qualifications. But it’s also a reminder of the strength it takes to persevere. For every closed door, there are others waiting to open—for those willing to embrace diversity, excellence, and the unique perspectives that drive progress. In the end, it’s not about how someone sounds; it’s about the value they bring to the table.
