I can readily believe the core claims in this post, and I’m sure it’s a frustrating situation for non-native English speakers. That said, it’s worth keeping in mind that for most professional EA roles, and especially for “thought leadership”, English-language communication ability is one of the most critical skills for doing the job well. It is not a problem that people who grew up practicing this skill will be “overrepresented” in these positions.
There is certainly a cosmic unfairness in this. It’s also unfair that short people will be underrepresented among basketball players, but this does not mean there’s a problem with basketball.
The actions to address this ought to be personal, not structural. It’s worth some effort on the margin for native speakers to understand the experience and situation of non-native speakers—indeed this is one part of “English-language communication ability”. I’m grateful to my foreign friends for explaining many aspects of this to me, it’s helped me in a fair number of professional situations. Things like your talk at an international conference to educate people about this stuff seems like a great idea. And of course most non-native speakers who seek positions in EA (or other international movements) correctly put a great deal of effort into improving their fluency in the lingua franca.
This depends a lot on what “eventually” means, specifically. If a bad hire means they stick around for years—or even decades, as happened in the organization of one of my close relatives—then the downside risk is huge.
OTOH my employer is able to fire underperforming people after two or three months, which means we can take chances on people who show potential even if there are some yellow flags. This has paid off enormously, e.g. one of our best people had a history of getting into disruptive arguments in nonprofessional contexts, but we had reason to think this wouldn’t be an issue at our place… and we were right, as it turned out, but if we lacked the ability to fire relatively quickly, then I wouldn’t have rolled those dice.
The best advice I’ve heard for threading this needle is “Hire fast, fire fast”. But firing people is the most unpleasant thing a leader will ever have to do, so a lot of people do it less than they should.