Code-Switching: Navigating the Workplace Through Language

Being multilingual is a powerful tool beyond the ability to communicate with others - it opens doors to new cultures, deepens understanding between colleagues, and broadens intellectual perspectives. Effective communication fosters collaboration, understanding, and success, but language barriers and cultural differences can sometimes create challenges.  

Understanding Code-Switching

Code-switching, or language alternation, is alternating between two or more languages within a single conversation (we’ve all heard of Spanglish, right?). It is a common phenomenon observed in bilingual or multilingual individuals who seamlessly switch between languages, often depending on the context or audience. They may start a sentence in one language and end it in another. They might think about what they will say in their native language, translate it, and then speak their thoughts in their target language. It’s a lot of mental gymnastics.  

However, code-switching has taken on another meaning: It can refer to any marginalized or underrepresented group member adapting to the dominant environment around them as a survival tactic. That means they will change their social behaviors, language, and appearance to assimilate to societal norms. 

On some level, we all code-switch. How we communicate with friends differs from how we communicate with coworkers, even in the same language. But for non-native speakers, code-switching is a way to bridge language and cultural gaps to feel more accepted. 

Code-Switching in the Workplace

Code-switching is primarily driven by the need to accommodate diverse communication styles and establish connections to help fit in and gain acceptance. If someone speaks to another person in a language the other person understands or in a style that puts that person at ease, the likelihood of connecting with that person increases. 

Sometimes, code-switching is subconscious. People may internalize that certain behaviors are inherently “better” and attempt to assimilate and adopt these identities to achieve a greater sense of belonging or inclusion. This is especially true in the corporate world, where body language cues and acceptable behaviors determine how someone should respond.  

Modifying behaviors to conform to the dominant culture or language can often feel like a requirement to be recognized for efforts and talents or to be considered for promotion. People may not feel like they can be their true authentic selves because it could cause them to lose or stall in their career mobility. 

While code-switching can help individuals adapt and succeed in diverse work environments, it can also be taxing for those who feel they must consistently alter their authentic selves to fit in or advance their careers. 

Easing the Burden of Code-Switching

It’s important to note that not all code-switching is terrible. Adapting our cultures to one another is a way to share and form common values. Still, the unilateral direction of assimilation places a burden on marginalized groups to accommodate those in positions of power. 

Many non-native speakers face tremendous social pressure to adapt to the dominant language or culture to fit in. The daily stress and anxiety can significantly impact their engagement, productivity, and satisfaction at work. But as a leader, there are ways you can step in and change the work culture to help ease the burden of code-switching for the non-native speakers on your team. 

Language and cultural training programs can play a transformative role in breaking down language and cultural barriers. When your team can communicate in the same language (whether it’s their native or non-native language), it leads to confidence, enhanced cultural understanding, and increased collaboration. By fostering an inclusive culture where diverse voices and styles are valued and respected, you can help reduce the need for individuals to code-switch away from their authentic selves. 

Here are some other ways to help: 

1. Try to speak more slowly. This allows more time to understand and comprehend what you’re saying. 
2. Self-monitor for idioms/colloquialisms. English has so many that you may not realize you’re saying them until you pay attention. 
3. Check your vocabulary. If you can say it in simpler words, do it! 
4. Allow for understanding or confusion. Sometimes, this is just leaving space in the conversation for processing. Sometimes, it’s watching for facial expressions. 
5. Foster psychological safety. Be aware of inequities and allow your team to truly express ideas, take risks, and make mistakes without fear of negative consequences. 

Support your team by promoting an inclusive atmosphere where your employees feel they can speak in their languages. Providing training and education and addressing biases that make code-switching feel necessary can go a long way to making everyone on your team feel like they belong. 

Let us know if your organization could benefit from language and cultural training! We can tailor our programs to meet the specific needs of your business. We offer 1:1 tutoring and group lessons that make language learning collaborative.

This blog post was written by Megan Tully, Marketing Manager.