It's the responsibility of both the OP's *and* the recruiters. We've societally conditioned ourselves through media that persons with certain accents - cough a

It's the responsibility of both the OP's *and* the recruiters. We've societally conditioned ourselves through media that persons with certain accents - cough a very specific kind of British accent cough, are more "sophisticated", and a very specific kind of Southern USA accent as "unsophisticated"; even though logically, the manner in which a person speaks should neither validate nor invalidate the substance of what is being spoken. But implicit bias affects us all and so we have voicism. If we really want to break down voicism monetarily, it's a suboptimal way to work. It makes it more likely that you might reject a good idea because the person who expressed it didn't have the dialect/accent with which you're most familiar. Likewise it makes it more likely you might let a less-than-good idea or a straight-up bad idea get through your filter, because it's been expressed in an accent/dialect you've come to associate with "pleasurable". The OP is self-aware enough to know that this bias exists within them. This is already better than those who might reject any notions of such biases at play. The OP could, for example, to remediate this bias, watch YouTube videos where English is spoken by those from that given region. Whatever this "region" might be. This would help reduce the cognitive burden of parsing accents during any future interactions. So that your brain would be less focussed on the peculiarities of the accent and more focussed on *what* they're actually saying. It would make establishing rapport easier. It's just a better way to work. But like with most things though, practice makes perfect. Also personally I find it fascinating to listen to people speak the same language differently. So it's a fun cognitive exercise to train your mind to ignore the accent and listen to what they're saying. On to the recruiters-side now. Sometimes it's not just unfamiliar accents/dialects, for which they're not at fault whatsoever. Sometimes it's straight-up poor sentencing structure and grammatical errors. And that is obviously not the OP's fault. And is definitely the recruiters' fault. The recruiters stand to gain a lot from being able to express themselves more clearly. But language skill is a much more fundamental problem to address, that's endemic to the educational system and curriculum of that area. There's very little the OP could do, or any one person could do, to remedy that. To summarize, the barrier to de-biasing the OP is, at this moment, much lower than the barrier to fixing deficits in language skills of an entire people in any given region. Obviously things will need fixing from both sides, but let's try to fix what's relatively easy to fix first I guess.