Grasping the nuances of one language is a task in itself. This is mainly because acquiring a language is ensued by learning all its discourses. As humans, we are basically socialised into a language. Having the ability to accommodate two or more languages in your brain is commendable, to say the least. The ability to switch between grammatical structures that are in constant flux, keeping up with language changes and being privy to the context of culture-specific phrases in a foreign language (in addition to your mother tongue) is a feat.
Learning a new language equips us with a new worldview and a different perspective in seeking solutions. Therefore, a person who is diverse in languages is an asset, especially in workplaces. But because English has become the dominant tongue of the corporate world, the benefits that a linguistically diverse workplace environment can reap are often pushed aside.
Language diversity at work
Despite the widespread adoption of diversity, inclusion and equity (DEI) initiatives in today’s corporate landscape, the importance of language often remains an overlooked aspect in the globalised business world. Organisations far and wide fail to give due importance to linguistic diversity despite the advantages it promises. Unfortunately, this is a misdeed that even Multinational Corporations (MNCs) are guilty of committing.
As mentioned in DiversityQ, a research paper titled ‘A failure to consider language diversity in EDI provision causes problems for multinational firms’, has found that multinational corporations are lagging in effectively addressing language diversity and acknowledging the
presence of numerous languages and multilingual employees within their organisations.
Multinationals often struggle to implement a comprehensive EDI agenda, often focusing on a limited range of EDI factors that do not include managing language barriers. Sylwia Ciuk from Oxford Brookes University, a co-author of the research, notes that adopting a positive attitude toward language differences, embracing non-standard language norms, and adjusting the communicative behaviours of all members of the organisation are small yet crucial steps toward improving inclusion.
Harald Dale-Olsen and Henning Finseraas in their research article named ‘Linguistic diversity and workplace productivity’ (published in ScienceDirect) posit that companies which aim to create a workforce that has the suitable mix-and-match of skills will have to prioritise linguistic diversity, as it is a defining aspect of their production strategies. Employing individuals with complementary human capital can have a positive impact on productivity and profitability. Therefore, factors like multilingualism and cultural awareness may serve as valuable human capital resources that influence a firm’s performance. It’s important to note that workers may vary in these aspects, which can, in turn, affect a company’s productivity.
For instance, if we consider team performance; a routine practice in workplaces, employees who have a command over more than one language are better equipped to interact with clients who hail from different countries and backgrounds. These employees will have an advanced grasp of the thought process that the clients bring to the table. Imagine a hypothetical scenario where a UK-based tech team hires an employee from Beijing, and English is her second language. She works remotely from China but thanks to her language abilities, she is able to factor in an in-depth understanding of the technology landscapes in both her home country and the UK.
While this is merely an example, it demonstrates the importance of acknowledging the valuable contributions that language diversity can bring. Language diversity has several impacts on cognitive functioning, and corporate leaders should identify the advantages that it offers. In the case of the developer from Beijing, her fluency in both Mandarin and English is particularly significant because it enables effective communication with vendors and clients who speak either language. This creates a space in which she can grasp cultural nuances that may be overlooked by other team members. This will enable her to act as a mediator that tackles both ends of the bargain. However, this will only be possible if the individual is well versed in both tongues or at least has ample knowledge to understand technical terms in both languages.
The importance of linguistic diversity
Linguistic diversity is known to power innovation. This is because it acts as a portal to different opinions, ideas and ways in which one can work around a problem when it comes to business management. Employing individuals with multilingual skills provides companies with fresh perspectives through which they can assess performance, brainstorm solutions, and understand various viewpoints. The process of active listening during cross-cultural communication fosters heightened awareness and creativity. In a business context, even language errors can serve as catalysts for innovation, as misunderstandings often transform into novel and actionable concepts in the minds of those involved in the conversation. This will also lead to better problem-solving skills because members who speak more than one language have the ability to conjure cutting-edge solutions to practical problems.
Additionally, it gives an upper hand in marketing. A team with cultural diversity possesses a more comprehensive understanding of varied markets and local business tactics. An advantage that empowers a business to create culturally sensitive, precisely localised marketing content designed to engage specific target demographics. Diverse employees can personalise your branding materials, such as logos and slogans, to establish authenticity, even in the most exclusive and insular markets.
Cross-cultural workforces act as a safeguard against advertising blunders, such as politically incorrect headlines or culturally insensitive taglines. The additional insights from a diverse team can help you steer clear of causing irreparable harm to your company’s reputation. With a linguistically diverse staff, you can concentrate on captivating the interest and curiosity of a multicultural community without the worry of tarnishing your business’s image.
While the advantages are many, hiring a linguistically diverse team is not entirely a smooth sailing process. A major drawback that occurs when working in multilingual teams is that ones who have an excellent command of English usually assume power. Speakers who carry (over)confidence on their sleeve can dominate discussions, resulting in teams missing out the melange of unique perspectives of those who may be less proficient in English (or the dominant language in that particular setting). Individuals with lower language proficiency often worry, sometimes justifiably, that communication difficulties may be misinterpreted as a lack of technical or professional competence. Language barriers can even lead to what’s known as the fundamental attribution error, where a person’s dependability is unfairly judged as lower due to a misunderstanding of what was communicated or discussed.
Irrespective of what the initiative is, loopholes are bound to exist. But what matters is that workplaces address these issues and accommodate diversity on all levels, be it linguistic or any other.
(Sandulekha Ekanayake)