Language Issues at Work - Essay Example

Language discrimination has been an issue in the American workplace for some time now. But this discrimination arises from the policy where employees are required to speak English at all times. The courts have actually struck down this policy because it violates Title VII of the Civil rights Act. It was now a complete 360-degree turnaround if courts are expected to restore the original policy because communicating in one’s native language is considered unprofessional by some. But there are always two sides to any debate and hence let us see how we can argue for either position. Should the management do something like have an English-only policy? Or should management do absolutely nothing and let people communicate in the language of their choice?
YES:
Management must at all times maintain a professional environment where everyone feels at ease. There must not be any kind of discrimination that is connected with race, ethnicity, culture, or others.
The company can either have an English-only rule that would make the workplace look professional or it can restrict the use of native languages. If the first method is used, there is a possibility that some people would object to it and it can result in a lawsuit. The second is a better approach because it can ensure that English is the official language at meetings and seminars and for all official communication. Native language can be spoken at all other times. This way the management can make everyone happy and avoid a lack of professionalism at the workplace.
NO:
The management is not responsible for doing anything in this case because the people who are speaking the native language and the complainant are both from the same race and ethnic background. This means there is definitely a clash of perspectives but since both belong to the same country, it is difficult to decide what should be done. If for example, a person who couldn’t speak Tagalog had complained, the management could have done something because both parties came from different backgrounds with different cultural beliefs. But when both can understand and speak Tagalog, the management might find it odd to ask one not to converse in this language because the other person who understands the language has complained.
Secondly, since an English-only policy would be in direct violation of Title VII of the Civil Rights Act, the management has little influence on the situation. The management must therefore be kept out of this because any person in senior management would be aware of the court cases where language discrimination charges were levied against language policies. Read More