Commentary: Is it okay to speak a non-English language at work?
SINGAPORE: The online retailer, Shopee came under burn recently when allegations about discrimination and toxic work culture surfaced on social media. Ane of the complaints was that Chinese was spoken during meetings or used in internal documents, according to a Glassdoor review.
Since 1966, Singapore's bilingual policy requires all students in the national schools to acquire English every bit the commencement language in addition to an official mother tongue as the second language.
The bilingual policy has successfully transformed Singapore into an economic powerhouse and that has shaped how ascendant the language has become, even at home. Census information shows English was the nigh spoken language at dwelling for almost half of Singapore residents.
Another study, published in 2022 by the Institute of Policy Studies (IPS) on race, religion and language showed upward to 71 per cent of respondents beyond indigenous groups in 2022 indicated inter-ethnic interactions in the public space should exist in English language.
It'due south a "no-brainer" for English to be the preferred linguistic communication at the workplace and withal every now and so complaints surface.
WHEN IS IT A PROBLEM?
To illustrate when the use of non-English language in the workplace can exist problematic, we can use two common scenarios.
The first goes something like this: There is a team of four engineers with three foreigners from the same nationality. They begin or chat in the office in their own linguistic communication and only speak English when giving out necessary information to their local teammate.
The 2d scenario is when a section meeting is yet to start, and a grouping of managers speak animatedly in a non-English language. And considering the majority are from one ethnic group, sometimes participants use a word here or at that place during the meeting without translation.
It is important to note that these are in formal work settings – teamwork discussion and official meetings.
Both scenarios are entirely plausible and may even appear to be innocuous. But the upshot is exclusion and breach on staff who don't speak that language.
When people don't understand what is being said, they assume the worst – that possibly they are the subject of word. Which may be totally untrue, but why create this impression in the showtime place?
For some at the receiving end, these can veer towards workplace microaggressions. Although subtle, they add up and create greater conflicts over fourth dimension.
Irresolute DEMOGRAPHICS
Over the years, every bit Singapore became a hub for global companies attracting talent from all over the earth, the number of non-native English speakers also increased.
This meant, offices were fabricated up of Indians, Chinese, Europeans and other nationalities who set up businesses here or have work passes.
Language can exist a polarising influence on interactions between foreigners and locals. Especially when employees of similar nationalities choose to banter in their non-English native languages in and effectually workplaces.
The importance of English as the common working linguistic communication in Singapore is highlighted in the OneWorkplace.sg Starter Kit , a resources to help employers better integrate employees from different backgrounds in the workplace.
Developed in February 2022 by the National Integration Working Group for Workplaces (NIWG-Due west) the Starter Kit recommends employers to provide support for the apply of English at the workplace by providing preparation to those less adept or pairing them up then they tin practise.
Only in sectors with a large number of strange workers for example, construction, marine and procedure sectors where for safety and other reasons, not-English language languages are used and then that work orders are more easily understood.
GREY AREA OF Language Apply IN CASUAL SETTINGS
How about language use in casual settings? Information technology's natural for people with the same mother tongue to use it, whether at workplace or on WhatsApp. Should an English-merely rule for piece of work-related conversations no longer apply for casual chats at the workplace?
From a HR perspective, this stardom in language use between piece of work and casual is superfluous and comes across as splitting hairs. Piece of work settings do accept social elements – similar pantry chats, lunch groups and colleagues who are close friends.
These holistically influence work norms, and entrench the organisation's culture especially in a multi-cultural setting like Singapore'southward.
I worked for French and High german global companies where the use of English was actively promoted across locations both within and outside of company HQ.
Both these companies recognise the importance of English to attract global talents and remain inclusive in their overseas locations.
Expatriates and managers in global positions receive English language training, reminded on the importance of assimilating to the local work norms and warned against creating linguistic communication-based cliques inside their teams.
Plant of Policy Studies' Dr Mathew Mathews, SMU's Eugene Tan and Roses of Peace founder Mohamed Irshad speak about race, social media, and sensitive areas
GOOD PRACTICES FOR EMPLOYERS
A formal language policy at the workplace is essential to set up articulate rules of date. This should be reinforced by management in their daily interactions and communicated widely during town halls.
Hour should diligently resolve complaints knowing the sensitivities over utilize of language that emasculates efforts to foster inclusive and harmonious workplaces. Hr must as well implement good practices to deter microaggressions or waving them away as insignificant.
Finally, provide preparation to employees (including managers) to level up the use of English and bear witness how the widespread use of foreign languages in piece of work settings breeds mistrust and have a negative bear upon on those around them.
THE IMPORTANCE OF SPEAKING Upwardly
On their part, employees must have the initiative to speak up if they feel something is not right, instead of just complaining or letting it fester.
Simply do so with care as colleagues may not realise the issue of their non-English communication on others.
Find out from other similarly affected employees if they feel the aforementioned and then accost the situation in a professional manner without belittling the perpetrator.
Keep to the facts, such as saying, "I found what you said/did was uncomfortable/unacceptable to me and enquire you lot to please non let it happen again as a friend/co-worker."
By adopting a neutral mental attitude, you also evidence that you value the relationship enough to give the benefit of the doubt and avert future misunderstandings.
Equally an open economy rooted in Asian cultures and located at the crossroads of global trade, Singapore has prospered by promoting English every bit the working language while drawing from different cultures and ideas.
Likewise, businesses stand up to gain when their employees from different backgrounds work and interact well at the workplace.
It is notable therefore that in response to the allegations, Shopee Singapore swiftly issued a Facebook statement on Nov 26 emphasising a "zero tolerance for discrimination or any form of workplace harassment".
Although the impact of language is innate, it is nevertheless a significant enabler to truly connect the organisation and create a sense of belonging and well-beingness that is crucial to employee appointment and sustainable business outcomes.
Mayank is the CEO of the Institute for Human being Resources Professionals (IHRP) which aims to professionalise and strengthen the Hour practice in Singapore. He also serves every bit a member of the National Integration Council and the National Integration Working Group for Workplaces.
Source: https://cnalifestyle.channelnewsasia.com/commentary/office-workplace-language-english-singapore-shopee-communications-complaints-299591
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