Why Diversity and Inclusion Surveys Should include EDI Questions on Native Language

Divrsity surveys aim to paint a complete picture of an organization’s Diversity, Equity, and Inclusion (DEI) landscape. Understanding employees’ native languages is a key part of this picture. Here’s why:

1. Language as a Marker of Cultural Identity
   A person’s native language is deeply tied to their cultural background. For many employees, it’s an intrinsic part of their identity. When organizations overlook language in their DEI efforts, they may unintentionally ignore an essential facet of the employee experience. By asking employees about their native language in Divrsity surveys, organizations can become aware of language-based challenges or opportunities for improvement.
2. Identifying Language-Related Barriers to Inclusion
   Language differences can create real barriers to participation, collaboration, and communication. Non-native speakers may feel hesitant to voice their opinions in meetings or may struggle with comprehension during complex discussions. By gathering data on native languages, Divrsity helps organizations identify where language differences might be contributing to feelings of exclusion, allowing for targeted interventions.
3. Uncovering Implicit Bias
   Language can be a source of unconscious bias. Employees may be judged—intentionally or not—based on their accent, fluency, or choice of words. Questions about native language in Divrsity surveys allow organizations to identify patterns where non-native speakers may be experiencing bias, leading to a more nuanced understanding of how language impacts workplace dynamics.
4. Tailoring Inclusion Strategies
   Different linguistic backgrounds require different strategies to foster a sense of belonging. By understanding the language diversity within their teams, organizations can create tailored DEI strategies that accommodate varying needs. Divrsity’s data-driven insights enable organizations to develop actionable plans that foster true inclusion and belonging.

How Native Language Skills Impact Inclusion, Bias, and Belonging

Language plays a vital role in shaping workplace dynamics, influencing everything from communication to career progression. When language isn’t considered as part of a DEI strategy, non-native speakers may face unintentional barriers that can impact their experience of inclusion, bias, and belonging.

1. The Impact of Native Language Skills on Inclusion

Language is more than a communication tool—it shapes how people connect, express their thoughts, and participate in daily activities. Studies have shown that language proficiency impacts how employees perceive their inclusion and sense of belonging in the workplace (Spitzberg, 2021) .

When it comes to language, a person's native tongue can be an essential part of their identity and a powerful tool for communication and expression. Here are some ways in which native language skills can influence an individual's sense of inclusion:

• Communication Barriers: An employee who is not proficient in the dominant language of the workplace may face challenges in effectively communicating their ideas, concerns, or feedback. This can lead to a sense of exclusion and hinder their ability to contribute to discussions and decision-making processes.
• Cultural Misunderstandings: Language is deeply intertwined with culture, and misunderstandings can arise when individuals from different linguistic backgrounds interact. This even includes how these employees interpret organizational values and policies. Misinterpretations of intent, humor, or nuances in communication can create barriers to inclusion and foster a sense of "us vs. them."
• Limited Access to Information: Important workplace information is often shared through written means, such as emails, reports, or policies. If an individual does not possess strong native language skills, they may struggle to access this information, creating a knowledge gap that further marginalizes them.
• Fear of Reprisal: In some cases, individuals may fear speaking up or sharing their ideas due to a lack of language proficiency. They might worry about making mistakes or being judged, which can stifle their voice and contribution to the team.

2. Bias and the Language Barrier

Unconscious bias is a significant obstacle to creating an inclusive environment, and it often manifests in ways that are difficult to recognize or address. Here's how native language skills can play into these biases:

• Power Dynamics : In multilingual workplaces, language proficiency can create power imbalances. Native speakers may unintentionally dominate conversations or assume leadership roles, while non-native speakers may be relegated to secondary positions.
• Competence and Ability Assumptions: There is a tendency to associate language proficiency with competence or intelligence. As a result, individuals may be underestimated or assumed to be less capable based on their language skills, leading to a self-fulfilling prophecy.
• Accents and Perceived Credibility: Accents can often trigger associational biases, where individuals are judged based on stereotypes linked to a particular accent or dialect. This can impact an employee's perceived credibility, their ability to influence others and cause them to be overlooked for promotions or leadership roles.
• Language-Based Microaggressions: Subtle forms of discrimination, such as making fun of an individual's accent, using jargon or complex language to exclude, interrupting non-native speakers during meetings, or assuming an individual's language skills are inferior, can all contribute to a hostile work environment.

3. Belonging and Native Language

Belonging—feeling accepted and valued within a group—is critical for employee engagement and retention. According to research by Deloitte (2021), a strong sense of belonging can lead to a 56% increase in job performance and a 50% reduction in turnover risk . For non-native speakers, language barriers can hinder their ability to feel a sense of belonging, as they may struggle to engage in social conversations or understand cultural references that are unfamiliar to them. If workplace communication is dominated by native speakers who use idiomatic expressions, cultural references, or informal jargon, non-native speakers can feel isolated or disconnected from the team.

Non-native speakers often face additional stress in social settings when they feel their language skills are being judged. They might hesitate to speak up in meetings, fearing they will be misunderstood or embarrassed. By asking native language questions, Divrsity helps organizations identify whether language is a factor contributing to feelings of exclusion or disconnection among employees, providing actionable insights to address these issues.

Finally, non-native speakers may internalize these biases, becoming self-conscious about their language skills and avoiding speaking up. This self-censorship can further marginalize them in the workplace and undermine their sense of belonging.

Tips for Managers: How to Ensure Non-Native Speakers Feel Included

Managers play a key role in creating an inclusive environment for non-native speakers. Here are some practical strategies to help ensure that language differences don’t become barriers to inclusion, bias, or belonging:

1. Encourage Clear and Inclusive Communication

• Speak Slowly and Clearly: Encourage team members to speak at a moderate pace during meetings, especially when addressing complex topics.
• Avoid Jargon and Idioms: Minimize the use of informal expressions or cultural references that may not be understood by non-native speakers.
• Clarify and confirm: Regularly check that non-native speakers understand what’s being communicated by encouraging questions and confirming comprehension.
• Summarize Key Points: After lengthy discussions, summarize the main takeaways to ensure everyone is on the same page.
• Ask for Feedback: Create opportunities for non-native speakers to share if they need clarification without feeling embarrassed.

2. Provide Language Support

• Offer Language Training: If feasible, offer language improvement programs or resources for employees who wish to enhance their proficiency.
• Multilingual Resources: Provide important materials and documents in multiple languages where possible to ensure accessibility.

3. Create an Inclusive Meeting Culture

• Rotate Meeting Facilitation: Rotate leadership roles in meetings so that everyone, including non-native speakers, has a chance to lead and participate.
• Pause for Questions: Encourage pauses during meetings to allow non-native speakers time to ask questions or process information.
• Use Visual Aids: Incorporating visual aids such as slides or charts can help non-native speakers follow along more easily, especially when dealing with complex information.

4. Foster a Culture of Patience and Respect

• Model Patience: Demonstrate patience when communicating with non-native speakers, avoiding interruptions and allowing them time to express their ideas.
• Challenge Bias: Address any language-based biases or discriminatory remarks immediately to create a respectful and supportive environment.
• Encourage Cultural Exchange: Promote an environment where employees feel encouraged to share their native languages and cultural traditions, enriching the workplace for everyone.

5. Check in Regularly with Non-Native Speakers

• Managers should have regular check-ins with non-native speakers to understand how they are feeling about their communication and inclusion within the team. This provides an opportunity to address any challenges early on and offer support where needed..

The Role of Divrsity EDI Surveys in Supporting Language Inclusion

The native language data collected through Divrsity’s surveys is included in our AI-driven Diversity and Inclusion Strategies. This data, combined with employees' verbatim responses, helps organizations understand how language influences workplace dynamics and develop targeted interventions.

For example, if non-native speakers consistently report feeling excluded, the platform might recommend:

• Implementing language support programs, such as offering English as a second language (ESL) courses or conversation circles. Many organizations are now investing in language learning platforms, such as Duolingo for Work, to support employees’ language development. Research suggests that providing these opportunities not only improves communication but also boosts employee engagement (Kulik & Roberson, 2021).
• Conducting accent bias training to help employees recognize and challenge their unconscious biases. Research by Fiske & Taylor (2020) highlights that accent bias is often unconscious but can significantly affect decision-making, particularly in hiring and promotion decisions . By incorporating accent bias training into DEI programs, companies can reduce these biases and ensure that non-native speakers are judged fairly on their skills and performance, not their language abilities.
• Providing more inclusive communication tools or ensuring that all employees have equal opportunities to participate in discussions, regardless of language proficiency. These could include real-time translation services, subtitled video calls, and multilingual collaboration platforms ensure that everyone can participate fully in discussions. Research by Gartner (2022) suggests that companies that leverage technology to support DEI efforts are more likely to achieve inclusive outcomes .

Research supports the value of such interventions. A 2020 study by the American Psychological Association found that training employees to be aware of their linguistic biases can reduce prejudice and foster more inclusive communication (Fiske, 2020) .

Sign-up now to gain data-driven workplace insights

Conclusion

Language is a powerful element of workplace diversity that too often goes unaddressed in DEI strategies. Non-native speakers face unique challenges related to inclusion, bias, and belonging that can affect their ability to fully contribute to their organization’s success. By including questions about native language in our surveys, Divrsity helps organizations uncover hidden language-related barriers and biases, allowing for tailored and effective DEI initiatives.

Managers and leaders play a crucial role in ensuring that non-native speakers feel included, valued, and supported. By fostering clear communication, providing language resources, and creating an inclusive meeting culture, companies can cultivate a workplace where everyone, regardless of their native language, feels a sense of belonging.

For companies serious about creating an inclusive workplace, addressing language diversity is not just a nice-to-have—it’s a necessity. Divrsity is here to help you turn data into action, ensuring that your organization is equipped to support every employee, no matter what language they speak.

Ready to start your Diversity and Inclusion journey?
Contact Divrsity today to learn more about how our AI-driven platform can help you build a more inclusive, equitable, and belonging-focused workplace.

Sign-up to run your survey today

Related Articles See All Blog Articles

• See the latest set of Diversity and Inclusion Survey Qeustions
• If you're a company director, then you should read our comprehensive guide to Diversity and Inclusion for UK Company Directors
• We also offer insights into meaningful changes that you can make to improve the employee experience for the 17% of your organisation that is Neurodiverse, those experiencing menopause, or those with Why Caring Responsibilities should be the 10th Protected Characterstic
• Since we're asking such personal questions, learn how Divrsity is Obsessed with Anonymity
• We love EDI Surveys, but there are Legal and Ethical considerations that you should consider
• How does the Divrsity AI work?
• Use Collective Surveys to survey employees who don't work at a desk
• Learn why we created Divrsity
• Or explore one of the articles in our Diversity Dictionary Series: Intersectionality, Ableism, Transgender, Allyship, Performative DEI and Anti-racist.