Lately I have been spending time with several workplaces that have increased the diversity of their staff quite quickly and some of the original staff are still catching up on the benefits. 

The one sticky conversation that keeps coming up is around people speaking their first language at work (yep, that old chestnut!!).  For some this is a legitimate concern, when a person cannot understand what others are saying, it is easy to jump to the conclusion that those conversations are about them.  This can be the same when witnessing whispering from colleagues, the feeling of exclusion then leads to feelings of defensiveness, bitterness, and resentment.

I am jumping straight into these little pockets of bubbling resentment with the message that no you CANNOT tell an employee they cannot speak their first language at work.  However, in the spirit of inclusivity I am also saying that exclusion is one of the most common allegations in a bullying complaint.  So, using the comparison of people whispering in hallways and in the lunchroom, I am saying that speaking in any language that some do not understand in common areas and in front of anyone who cannot speak that language may be exclusion.

The important flip side to be aware of is in the way staff or workplaces may try to enforce or sanction against this – please ensure that you are not indirectly racially discriminating against those staff for whom English is their second (or third or fourth) language.  I have read articles suggesting a language policy directing employees to ONLY speak English at work – PLEASE DO NOT DO THIS! 

Even in an inclusion policy (which can be a great idea) I would never apply sanctions stopping individuals from speaking a language they feel comfortable with.  As long as there is no exclusion (to other staff OR clients), the language used should be the language that the individuals are most comfortable and happy with – this may be English, but it also may not be. If there is another employee who speaks the same language it would only be natural to want to speak that first language. This should not be a problem as long as it doesn’t impact on anyone’s work. An analogy would be if there are two employees that are hearing impaired, they would likely communicate together in Auslan.

I suggest that instructions about workplace behaviour simply make it clear that speaking in any way that others may not understand while in their presence may be exclusion and thus disrespectful.

Diversity in workplaces provides wonderful opportunities to grow and learn from each other. Resentment will continue to bubble away if employees are not given safe and supportive opportunities to have respectful conversations where questions are asked, concerns are raised, and experiences are shared.  Opportunities for safe, easy, and supportive conversations will peel back the barriers and encourage mutual recognition, inclusion and acceptance – this can then create real and lasting change where everybody wins.

Have a look at our training options and get in touch, Respect at Work can help facilitate these conversations in your teams.