In order for businesses to communicate effectively with all of their employees and consumers, it is a good idea to gain thorough understanding of the current language diversity in the United States.
There are more than 300 languages which are relatively common in the US, according to the 2011 American Community Survey. You can see evidence of this diversity in everything from the bilingual signs posted in our grocery stores and shopping malls to the multilingual makeup of the US workforce.
Language Diversity in the United States
According to recent Census Bureau data, as of 2015, 64.7 million US residents speak a language other than English at home. That equates to more than one in five people speaking a foreign language, or more than 21 percent of US households. And of those households, 40 percent claimed to speak English “less than very well.”
Within each language group, there is still more complexity introduced by dialects. This is evident not only among Chinese-speakers, but among Spanish-speakers as well. Let’s also not forget cultural diversity nuances fit into the complex language equation as well.
US Business Does Not Equal English
You don’t have to cross an international boundary to be confronted with major issues of communicating with non-English speakers. Many companies need to address non-English communication with their employees and potential customers.
Regional concentrations of specific language groups can create challenges (or we like to think of them as opportunities) for business owners. For example, it’s conventional wisdom that Polish is a major language of the Chicago area. In fact, as of the 2012 Census, approximately 10 percent of the population in and around Chicago used Polish as a primary language.
Driving through Maine, you’re far more likely to encounter a French speaker than a Spanish speaker: approximately 20 percent of the state’s inhabitants speak French, according to 2012 Census data.
What Does This Mean for Your Business?
The impact of language diversity on your company can be broken down into two main areas: those that are required by legislation/law and those that are simply culturally inclusive and good business practice. Let’s examine the legal implications of language diversity first.
Legal Requirements for Interpreting and Translation
It is good business (and sometimes the law) to provide interpreting and translation services to employees who do not speak English as a first language. For example, under legislation like Title VI of the Civil Rights Act of 1964, various HIPAA (Health Insurance Portability and Accountability Act) requirements, and the Affordable Care Act can require some organizations to provide foreign language interpreting and translations services. The American Disabilties Act which covers an important group, the deaf and hard of hearing, also recommends providing American Sign Language options for communication.
Just Good Business
Beyond the legal side of things, it just makes sense to facilitate good communication with non-English or Limited English Proficient speakers within your company and your community.
Internally, whether it’s to train a new employee; disseminate Human Resources and/or benefits information; or to create a multilingual safety manual that all workers can understand, professional interpreting and written translation foster a trusting and communicative environment for employees.
At the very least, training in a person’s native language will reduce the risk of accidents and costly errors.
The same logic applies to communication through marketing efforts. Whether you are recruiting new employees or marketing to a non-English speaking community, enhanced language skills can pay a big dividend.
Whether you need to conduct a company-wide training seminar, give a performance review or distribute a quick memo regarding a new policy, it is vital that you are understood completely and accurately. The quickest and best way to achieve understanding is with professional translation and interpreting services.