Introduction
It’s part of the mission of Diversity, Equity, and Inclusion (DEI) programs to listen to the experiences of employees with identities that had previously been discriminated against, under-represented, or otherwise marginalized in the workplace. For too long, these voices weren’t valued, and those outside the dominant identity felt like they had little choice but to fit in or leave. This lack of diversity didn’t just hurt employees, but it hurt businesses as well. According to a McKinsey study, businesses that lacked diversity were less innovative and ultimately less successful, with clear correlations between gender and ethnic diversity and profitability.
First Steps Toward Inclusivity
DE&I efforts have often focused on identities that have been historically discriminated against in the workplace, especially women and African Americans, as well as those who have had to hide their identities or adapt to the majority’s expectations to fit in (e.g., LGBTQ employees; religious minorities). Listening to these employees’ experiences is the first step to creating equitable workplace inclusion.
Why Non-Native Speakers Need to be Included
Unfortunately, there’s a population that still isn’t included in most conversations: non-native English speakers (or non-native speakers of the dominant language wherever you are). These employees are often immigrants, migrants, or refugees, and they’re often working while also studying English.
Industries like manufacturing, construction, and hospitality depend on this immigrant workforce, but it’s not only blue-collar jobs. Biotech and pharmaceutical, tech and finance, and other industries all depend on well-educated professionals who are either immigrants or live in their country of origin but work in the language of their global organization (typically English). Yet, language barriers and cultural differences can prevent them from participating fully in workplace discussions.
Personal Experiences in Second Language Acquisition
I know about this population firsthand: I’ve been working in language learning for twenty-five years and have provided training solutions across the corporate world. No matter where I am—Asia, Latin America, the Middle East, or Europe—I hear the same things: “I studied English at university, but I’m still insecure about my English,” and “I’d speak up if I were more confident in my English.”
The Benefits of Language Training
Companies that provide language training for these employees are sending the message that they value their voices and are inviting these employees to have a seat at the table. Employees who receive language training not only can contribute more but are also more engaged and think more highly of their employer.
Conclusion
In my experience, DEI departments have been slow to address the needs of this population. Most language training comes from HR or Learning and Development, and rarely are non-native speakers directly involved in the conversation. I’d urge you to invite non-native speakers in your organization to your DEI table - listen to their experience and determine whether language and culture training might make your organization a more diverse, inclusive, equitable, and, ultimately, more successful, business.
At Global-LT we’ve worked with companies large and small, domestic and multinational, to make sure their non-native English speakers have the language skills they need to find their voices in their careers and organizations. Please reach out if you want to hear more about what we do.
This blog post was written by Jack Marmorstein, Chief Learning Officer.
