When we examine the ‘Weight of Words,’ we have to look past the surface level of vocabulary and grammar. We have to explore how linguistic diversity, accents and workplace accent bias shape professional inclusion, psychological safety and human connection. To unpack what this looks like in practice, four members of the Pluribus Global team, CEO Isabelle Pujol and three Associates, share their personal stories on navigating multicultural communication, language and belonging.
Isabelle Pujol, Belgium
“‘Why did you go into the DEI world initially?’ This is a question I’m often asked, and the answer is deeply personal. My journey to diversity, equity and inclusion wasn’t a planned career path, but rather a calling born from my own experiences of feeling different and navigating language barriers in high-stakes professional environments.
Early in my career, I often found myself the only woman in meetings, a challenging yet valuable experience. One pivotal moment stands out; a presentation to senior leaders of a large British organisation. Even if this happened years ago, it is still vivid! I began my presentation in French, a simple “bonjour,” intending to acknowledge my own background. The initial polite smiles quickly faded into discomfort as I continued in French. The room shifted, the energy changed, and I felt the weight of my “otherness” – French in an Anglo-American environment, relatively junior, a woman among men, presenting to the most senior leaders.
Despite my initial dread, I switched to English and delivered my presentation. But before that, I paused and spoke of feeling different, of the effort required to navigate a predominantly English-speaking, male and senior environment and its impact on my confidence.
The CEO’s response was powerful: “We heard you, please make your presentation.” I did, and was met with handshakes and gratitude after. My vulnerability had become my strength. My truth resonated. I felt so empowered!
This experience showed me the power of speaking up, of embracing vulnerability. From that moment, I knew I wanted to dedicate my energy to creating a world where everyone feels they belong, a world where differences are celebrated, not seen as barriers.
This is why I chose DEI. It’s not just a career; it’s a passion. It’s about empowering individuals to be their authentic selves, and creating a better world where respect and understanding prevail. It’s a journey that I’m committed to for life, despite the current turbulence and pushback today!”
Pluribus Associate, Switzerland
My parents were/are Bengali Indians, but I grew up for most of my life in Switzerland and completed my education in the USA and Switzerland.
Growing up in Switzerland shaped many of the values I carry today; being respectful of other people’s time, following through on commitments, and speaking up when something isn’t going as planned.
As I’ve continued to connect with my Indian heritage and navigate different cross-cultural communication environments, I’ve realised that these expectations aren’t necessarily universal. The way we understand things like punctuality, commitments and communication can vary significantly from one culture to another.
I’ve experienced situations where something I interpreted as a lack of consideration or communication was, in another context, understood quite differently. And while those experiences have sometimes challenged me, they’ve also made me stop and question my own assumptions.
What does it mean to be “on time”? What does keeping a commitment look like? When is it appropriate to speak up, and when might another approach be seen as more respectful?
So, what is right? What is wrong? And who gets to decide? Perhaps there isn’t always one answer.
“When in Rome, do as the Romans do” may be closer to the truth than we realise. Understanding that our own cultural norms are not universal can change the way we interpret other people’s words, actions and intentions.
Or, maybe the first step isn’t deciding what or who is right or wrong. Instead, we could ask what meaning am I bringing to these words, and what meaning might the other person hear?
The words we use and the meaning we attach to them are shaped by where we come from. What sounds like an explanation to one person might sound like an excuse to another. What feels like respectful communication in one culture may feel very different in another. What feels like flexibility to one person may feel like unreliability to another.
I’m still adapting every day and learning that sometimes, understanding begins with listening differently.
Pluribus Associate, USA
My family immigrated at different times from Cuba to the US. During a period of 5 years. As a result my family members learned to speak English at different ages and at different times during our separation (I arrived alone first to the US and parents and siblings arrived at different time).
As a result, we all spoke English differently (some had more noticeable accents than others that immigrated younger and earlier). What I observed, specially with my Mom and Dad (who had more accented English) was that people responded less patiently and would often interrupt their conversation and “feed them words”. I don’t think they were “bad folks” they just responded differently to their communication style and sound, than to me who had less accented English.
Here is my take away: “Accents are not the issue, the issue is how others respond to the accent”. Some more negative than others as a result of their discomfort or perhaps their lack of familiarity with the way that language was being spoken, highlighting the core challenge of linguistic bias.
Pluribus Associate, UK
Right from the onset, during my very first week at work, it became evident that my experience would be different compared to my peers, who joined at the same time. During my first week, I noticed that I was the only non-white individual in a well-established and reputable R&D department. When introduced to the R&D team, one colleague extended her hand and inquired, “Hello, where do you come from”? in a very slow and deliberate tone, which seemed a bit patronising! I guess she assumed that I might have limited proficiency in the Queens English. However, upon hearing my clipped tones of a South London accent, everyone shared a good-natured laugh, so breaking the ice.
This incident, to me, underscored the prevalence of basic assumptions in our interactions with others “not like us”.
As a result of these events happening regularly through my early career, it eventually led me to be curious about cross cultural connections and later to delve into the neuroscience of diversity. I sought to comprehend how people perceive, hear, and feel about others, drawing significant insights from cross cultural experts and an interest in how neuroscience explains our cognitive wiring.
Whether you believe the 7/11 rule or not, it’s fascinating to note that within the first few seconds of meeting someone, we tend to make a number of judgements about them. These initial seconds are predominantly influenced by our built-in perceptions of the individual as we assess trustworthiness and it occurs at such a deep level that we may not even consciously realise it. For example, we swiftly categorise people based on their gender, race, age, education and various other attributes.
Understanding this cognitive process has led me to take a step back and consciously shift my focus towards seeking out similarities rather than differences in others. This endeavour can be quite challenging and requires a deep understanding of our own biases and preconceptions. Hence, the significance of self-awareness becomes abundantly clear in this context.
Imagine that at the late age of 19 years old, I encountered my first experience of being spoken to as if I were a foreigner, something entirely new to me. It was an eye-opening moment. Following that, a profound question arose: if one person holds such a view, how many others share similar sentiments?
One of many challenges for individuals belonging to a “second” race is to find a way to preserve their identity while remaining genuinely curious about others. I learned this through my extensive corporate experience, travelling to over 50 countries around the world.
I gained a valuable insight from a Singaporean professor with whom I closely collaborated in the field of cross-cultural diversity. This concept is elegantly encapsulated by the idea of “Form and Substance”. It’s fascinating because when I observed him for the first few seconds, I’d already assigned labels such as Italian, older man, white, and so on. The question that arises is whether these initial attributes hinder our potential relationship. In a professional context, it is imperative to have managers who evaluate your worth based on trustworthiness and merit rather than superficial factors. Recognising the significance of avoiding immediate judgements is pivotal for building meaningful relationships.
What I came to understand is that ‘Form’ essentially functions as a label, thereby objectifying an individual, making it challenging to establish a genuine connection. On the other hand, ‘Substance’ is rooted in common values and what you contribute to the conversation.
Moving from ‘Form’ to ‘Substance’ requires us to look beyond the labels we assign and become curious about the person behind them. After all, how we actively hear someone can be just as important as what they say.
Building Inclusive Organisations Through Linguistic Awareness
Communication is never neutral; it is a mirror of cultural conditioning, systemic bias and historical context. When any environment, from our daily personal interactions to formal workplaces, demands a single, unyielding standard of speech, it risks silencing the very diverse perspectives it claims to value.
Effective inclusion begins when we stop viewing linguistic differences as barriers to fix and start recognising them as dimensions of human diversity to respect. Breaking down accent bias and challenging our assumptions about how people communicate isn’t just a professional exercise; it is the foundational work of building resilient, empathetic communities and relationships in every area of our lives.
Written by Lauren Cirsch, Pluribus Marketing Manager, inspired by the personal stories of Isabelle Pujol and Pluribus Associates.
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