Embracing Linguistic Diversity: How South African corporations can address language barriers

By Devan Moonsamy

Language is a powerful tool—it connects, informs, and enables collaboration. Yet in corporate South Africa, it can also exclude, alienate, and suppress talent.

Despite English being the de facto language of business in the country, language diversity remains a double-edged sword. While linguistic plurality reflects South Africa’s cultural richness, it also creates challenges in the workplace, where employees from different linguistic backgrounds often struggle to find a common voice.

Corporate South Africa operates in a uniquely multilingual environment. While English serves as the primary medium of communication, it is not the mother tongue of the majority of the workforce. Employees from different cultural and linguistic backgrounds bring diverse perspectives, but they also face the challenge of navigating a workplace culture that privileges English fluency.

In many cases, this results in unintentional exclusion. Team members who are less confident in English may avoid contributing to meetings, miss key points in discussions, or feel sidelined during critical decision-making processes. For companies, this is not just a diversity issue—it’s a missed opportunity for innovation and collaboration.

Language exclusion has real consequences in the corporate world:

• Reduced Productivity:

• Lower Engagement:

• Missed Potential:

These challenges echo those seen in South African schools, where learners struggle when taught in languages other than their mother tongue. The lessons from education are clear: language inclusion matters, and its absence can have lasting effects.

Given that English is the primary language of business, companies must find ways to embrace linguistic diversity without compromising operational efficiency. Training and development programs offer a practical and effective means to bridge language gaps and promote inclusivity.

1. English Proficiency Training for Employee

While fluency in English is a workplace necessity, not all employees enter the corporate environment with equal levels of confidence in the language. Companies should:

• Offer tailored English communication workshops focusing on workplace scenarios such as presentations, email etiquette, and meeting participation.

• Use practical tools like role-playing and case studies to build confidence in a safe environment.

2. Plain Language Training

Corporate jargon and overly complex communication often alienate employees, even those fluent in English. Implementing plain language principles can:

• Improve clarity in emails, reports, and presentations.

• Make internal communication more accessible to all employees, regardless of their linguistic background.

3. Cultural and Linguistic Sensitivity Training

While English dominates, fostering an appreciation for South Africa’s linguistic diversity can help bridge divides. Training programs should:

• Teach employees about cultural nuances and communication styles tied to different languages.

• Encourage team members to be patient and supportive of colleagues who may need extra time to express themselves in English.

4. Inclusive Leadership Development

Leaders play a critical role in setting the tone for language inclusion. Leadership training should:

• Equip managers with the skills to navigate language diversity effectively.

• Teach strategies for ensuring all team members are heard, such as using structured turn-taking during meetings or encouraging written contributions

Changing how language is approached in the workplace requires more than just training. It involves a cultural shift that prioritizes inclusivity and empathy. Companies can:

• Create a workplace culture that values contributions over fluency. Encourage employees to focus on the substance of ideas rather than how perfectly they are expressed.

• Use technology to level the playing field. Tools like live transcription software or translation apps can help bridge gaps in understanding during meetings.

• Celebrate linguistic diversity as an asset, not a barrier. For example, use multilingual employees as resources for customer interactions in different languages.

Investing in language inclusivity isn’t just about compliance or good intentions—it’s a strategic move. Companies that embrace language diversity:

• Foster better teamwork and collaboration.

• Unlock innovative solutions by drawing on the diverse perspectives of all employees.

• Build a stronger employer brand by demonstrating a commitment to inclusivity.

South Africa’s multilingual reality poses unique challenges for corporations, but it also presents an opportunity to build workplaces that are truly inclusive. By addressing language barriers through thoughtful training and development programs, companies can create environments where every voice is heard, every idea matters, and every employee feels empowered to contribute.

The question is no longer whether English will remain the language of business—it will. The question is how South African companies will ensure that their approach to language fosters inclusion and productivity rather than division and exclusion. The solution lies in training, cultural shifts, and a commitment to ensuring that language becomes a bridge, not a barrier.

* Devan Moonsamy is the chief executive of ICHAF Training Institute, a South African corporate training provider and national learning institute. The views expressed here are his own.

** The views expressed here do not necessarily reflect those of Independent Media or IOL.