• Aalto University School of Business research highlights the language-based discrimination faced in multilingual workplaces, affecting both office and remote environments.
• Discrimination negatively impacts individuals’ emotional well-being, team dynamics, and organisational culture.
• Proposed solutions include implementing inclusive language policies and fostering awareness to mitigate language bias in the workplace.

The modern workplace is a rich blend of cultures and languages, each person bringing new perspectives and ideas. However, it isn’t as colourful as it seems.

An overwhelming 91% of workers have confessed to facing workplace discrimination, a recent Workplace Discrimination Poll from Monster revealed. This discrimination might manifest as treating employees unfairly based on various factors, such as their gender, race, age, nationality, religion, disability, or sexual orientation. 

Moreover, over a fifth of UK employees have encountered workplace discrimination based on their identity, however, this figure was found to be lower in the US and several other European nations, found a study from market research company, Savanta.

Language discrimination is a particularly insidious form of this, often going unnoticed. Despite the shift to virtual collaboration, individuals still face biases based on their spoken and written language.

But what really happens when language becomes a barrier and not a bridge?

Lost in translation: linguistic profiling at work

A groundbreaking study from Aalto University School of Business explores the often-understated realm of language-based discrimination in workplaces.

Led by Aalto researchers Hilla Back and Rebecca Piekkari, the study focuses on language-based discrimination in multilingual organisations, particularly multinational corporations (MNCs). It highlights that while anti-discrimination laws often address demographic attributes like age, gender, and national origin, they typically do not protect against language-based discrimination.  

Imagine wanting to be part of an exciting project but being told you can’t because you don’t speak the so-called ‘right’ language. That’s exactly what some migrant professionals experienced, according to the findings of the study. They felt like they were stuck backstage while others took the spotlight, all because of language barriers. 

What’s particularly striking is that often these language prerequisites appeared unjustified. It’s like being told you can’t join a game because you don’t have the right shoes, even though sneakers are just fine. Furthermore, it added insult to injury knowing that many colleagues possessed proficient English skills, making it seem even more unfair.      

The study also found that discrimination was not just happening in face-to-face meetings. Linguistic discrimination is prevalent even in virtual work environments. Building a remote work community is inherently challenging, and language differences seem to amplify this.   

Research conducted by the Social Mobility Commission also reveals a troubling trend: despite possessing the necessary qualifications and skills, working-class candidates often encounter barriers when seeking entry into elite professions. These barriers are attributed to informal “poshness tests,” wherein candidates are evaluated based on their style of speaking rather than their merit alone.

The findings of these investigations highlight the need for greater awareness and action to address accent bias and promote fairer recruitment practices.  

Office vs remote work

In traditional offices, language-discrimination can take the form of subtle micro-aggression jokes or comments about accents, grammar, or cultural expressions that create a hostile atmosphere for non-native speakers and chip away their confidence.

Additionally, building rapport with colleagues often relies on informal conversations and social gatherings, which can be challenging for those who struggle with the dominant office language.

The shift to remote work presents its own set of challenges.  

The heavy reliance on written communication, like emails and reports, can disadvantage those who are less comfortable writing in their second language.

Remote workers who don’t share the dominant language may also feel isolated from casual online chats or video meetings where cultural references or slang are used. Nuances of tone and humour can be easily lost in text-based communication, leading to misunderstandings and missed opportunities for collaboration.

Remote work also presents challenges related to invisibility of minority needs.  

“In virtual spaces they could ‘invisibilize’ minority needs without physically witnessing the effects of discrimination – also aiding in the prevalence of organisational discrimination in virtual spaces,” Dr. Back notes.  

How are employees emotionally affected?

Language-based discrimination can have profound effects on individuals’ career trajectories and overall well-being. When individuals are excluded from opportunities or treated unfairly due to their language proficiency, it not only hampers their professional growth but also erodes their sense of belonging and self-worth in the workplace.

The research by Back and Piekkari sheds light on the impact of language-based discrimination in multilingual organisations.    

• Migrant professionals experiencing language-based discrimination in physical spaces exhibited strong emotional responses like stress, frustration, and feelings of exclusion.
• Discrimination in physical spaces was often interpersonal and more overt, leading to potential strain in team collaborations.
• It also leads to a negative organisational climate, where employees feel undervalued or marginalised based on their language proficiency, impacting morale, job satisfaction, and overall employee engagement.  

“Consequently, migrant professionals became more invisible to their co-workers in virtual spaces, remaining in their own English-speaking bubble, out of sight and out of mind,” says Dr Back.   

Breaking barriers, building bridges  

Combating language bias requires a multi-pronged approach. The rise of remote work offers a chance to create a more inclusive work environment. By recognising the different forms of language bias and taking steps to avoid them, organisations can foster a culture where everyone feels valued and can contribute their best work.   

Discriminating against someone because of the language they speak is like discriminating against them because of where they or their ancestors came from. Let’s say someone speaks Spanish, and because of that, they face unfair treatment at work. That’s similar to discriminating against them based on their Spanish heritage. Therefore, people who face linguistic discrimination at work actually have legal protections to address it, says a Legal Aid At Work article.   

However, according to the Monster Workplace Discrimination Poll, only 44% of workers feel comfortable reporting discriminatory incidents to a company-provided anonymous reporting resource, while just 21% feel comfortable reporting such behavior to a manager. This reluctance to report may stem from fear of retaliation, the study suggests.

The Aalto University School of Business researchers propose several solutions to mitigate this linguistic profiling in the workplace:

Implement an inclusive language policy

A key recommendation is to implement an inclusive language policy. This means both managers and employees should use a shared language in all forms of communication, formal or informal.

The Diversity in Workforce Book by Marilyn Y. Byrd and Chaunda L. Scott highlights that with a growing number of non-English speaking workers seeking employment, employers must establish clear guidelines in job announcements, recruiting, and interviewing processes to mitigate the risk of making discriminatory employment decisions. 

If an employer deems it necessary to enforce a “speak English only” rule under certain circumstances, it should inform its employees about when this rule applies and the consequences of violating it.   

This policy also encourages tolerance of differences in language proficiency among employees and promotes the use of neutral language to reduce the influence of linguistic biases in interactions.

Introducing a social etiquette for remote work environments

Additionally, the researchers suggest introducing a social etiquette specifically for remote work environments. This would clarify and establish norms for acceptable behaviour among employees collaborating virtually. 

In fostering inclusive workplaces, combating language bias requires clear policies, proactive measures, and a collective commitment to ensuring every voice is heard and valued.

By Gowri Ramesh

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