In a profession that prizes clarity and persuasion, it’s perhaps no surprise that the way people speak can shape how they are perceived. But when accent becomes a proxy for assumptions about intelligence, credibility or social class, it risks reinforcing barriers in a field that continues to grapple with access and representation – and law is no exception.
Unlike race or gender, accent is not a protected characteristic under the Equality Act 2010. Yet across the profession, the way someone speaks can still quietly influence decisions – from recruitment and promotion to how seriously their contributions are taken in meetings, courtrooms or boardrooms.
Accent bias arises when certain accents trigger assumptions about a person’s background, education or competence. This form of unconscious bias isn’t rooted in malice – it’s often the product of mental shortcuts people take to interpret social cues. But the effects can be exclusionary. A regional or working-class accent might be unfairly associated with a lack of polish or professionalism. A Received Pronunciation (RP) accent, on the other hand, is more likely to be perceived as articulate, capable or persuasive – regardless of the actual content of what is said.
Professional impact
The consequences of these snap judgments are particularly significant in law, where communication is fundamental to the role. The legal profession still places a high premium on certain forms of expression, and in doing so may inadvertently signal that only some voices belong – or that others must adapt in order to succeed.
While accent bias may often go unspoken, it is no less real. And as the profession continues its work to improve diversity, equity and inclusion, language must be part of the conversation – not just in the content of policies and law, but in recognising how people sound when they speak.
Shifting mindsets
Awareness is a critical first step. Everyone – from managing partners and general counsel to trainees and students – can benefit from reflecting on how accent may influence perceptions. Interviewers should be equipped with training that helps identify unconscious bias, including bias linked to voice and speech. Structured interview formats, diverse recruitment panels and consistent evaluation criteria can help ensure that assessments are based on substance, not style.
The responsibility for change, however, does not rest solely at the top. Junior lawyers and early-career professionals also play a role in challenging assumptions and expanding the profession’s idea of what authority, credibility and professionalism can sound like. Speaking clearly and confidently can go a long way toward neutralising unspoken bias. But critically, it should not be about masking identity – rather, it is about being heard on one’s own terms.
The role of leadership and culture
Leaders, too, can help shape a more inclusive culture by valuing a broader range of communication styles and making space for voices that don’t conform to the traditional mould. This might include mentoring junior colleagues from different backgrounds, encouraging open conversations about bias, or simply being mindful of whose voices are heard – and how they are received – in meetings and decision-making settings.
Representation also matters. When those at senior levels reflect the diversity of the society the profession serves – including through a variety of accents and speech patterns – it sends a powerful message: that success in law is not limited to any one way of speaking. It affirms that capability is not dictated by diction.
Redefining professionalism
Ultimately, what matters in law is clarity of thought, strength of argument and integrity of action – not whether someone sounds like they walked out of a debating chamber in Oxford. The more the profession recognises and addresses the subtle ways in which bias can creep in, the more fairly it can operate for everyone within it.
Progress has been made in widening access to the legal profession. But fair access must go beyond who gets through the door – it must also include how people are heard once they’re inside. That means challenging outdated ideas of what a lawyer should sound like, and ensuring that diverse voices are not just accepted, but truly valued.
After all, knowledge has no accent. And in law – where the power of words defines careers, rights and justice itself – that truth should speak louder than ever.
Winona Chan is legal counsel at Aldermore Bank plc, London
