The Power of Language: Celebrating Identity and Diversity in the Workplace
One of the delights of our interconnected world is the rich tapestry of languages and accents we encounter every day. We can effortlessly bridge borders, cultures and backgrounds—yet these same differences can also cause misunderstandings or even bias. I was reminded of this recently through two distinct back-to-back experiences that drove home just how important language, identity and potential can be when viewed through a culturally diverse lens.
A Tale of Two Debates
I came across a video on a popular social media platform featuring an articulate lady from Singapore engaging in a passionate debate—with flawless English—with a native-speaking British gentleman. As their ideological exchange intensified, the gentleman concluded by questioning why she wouldn’t debate in the “correct accent,” given her evident fluency.
It was a jarring moment. Here was a woman confidently sharing her ideas, only to have someone imply that she was somehow “less than” or “incomplete” because her accent reflected her Singaporean roots rather than a British cadence. That single comment highlighted how accent and language can become a barrier to genuine exchange—particularly when one party views their version of English as the gold standard.
Flipping the Script on Cool:
Later that same evening, I spoke with a bilingual professional from India. In contrast to the first scenario, he shared a different perspective: He uses English in professional settings and
Hindi in personal spaces. Despite his fluency in both, he noted that he feels (and is perceived to be) “cooler” when speaking Hindi. This perception was deeply tied to his sense of identity and authenticity—something many of us can relate to, no matter which language or accent we use to communicate.
For him, English is the formal, polished language of meetings and emails, whereas Hindi allows him to express warmth, humour and familiarity. Rather than being “less” for not always leaning on English, he embraces the cultural confidence he gains when speaking in his mother tongue.
Deeper Dive into Language and Leadership:
1. Challenge the Standard
It’s easy to fall into the trap of believing that one accent or dialect is the gold standard. We often see this in multinational corporations where employees who speak English with a “neutral” accent are unconsciously perceived as more competent or authoritative.
Imagine a global team where the project lead speaks English with a strong French accent. During international meetings, her insights might be overlooked if team members subconsciously associate her accent with a lack of expertise. When colleagues recognize—and actively challenge—this unconscious bias, they begin to focus on the actual content of her ideas rather than the way she pronounces words. As a result, the team harnesses her unique perspective and avoids stifling innovation.
Encourage your team to look beyond surface-level differences. This could mean implementing training sessions on unconscious bias or inviting speakers from
Leaders can encourage authenticity by normalizing the use of culturally specific idioms or colloquial expressions, as long as everyone understands the context. Creating a “glossary” of common multilingual phrases used within the team can be a fun and interactive way to celebrate linguistic diversity.
2. Affirm Authenticity
Language is deeply personal, shaped by culture, community and individual upbringing. When people feel they must sanitize their accent or avoid using culturally significant words, they lose a piece of themselves in the process.
Consider a marketing team brainstorming session. One member, who is originally from Brazil, tends to pepper her speech with Portuguese expressions that capture nuances lost in direct English translations. If her team encourages her to speak freely, she brings a layer of authenticity and creativity that might spark more innovative campaign ideas. She feels valued, and the team benefits from her genuine input.
Leaders can encourage authenticity by normalizing the use of culturally specific idioms or colloquial expressions, as long as everyone understands the context. Creating a “glossary” of common multilingual phrases used within the team can be a fun and interactive way to celebrate linguistic diversity.
3. Go Beyond Fluency
Language is deeply personal, shaped by culture, community and individual upbringing. When people feel they must sanitize their accent or avoid using culturally significant words, they lose a piece of themselves in the process.
Consider a marketing team brainstorming session. One member, who is originally from Brazil, tends to pepper her speech with Portuguese expressions that capture nuances lost in direct English translations. If her team encourages her to speak freely, she brings a layer of authenticity and creativity that might spark more innovative campaign ideas. She feels valued, and the team benefits from her genuine input.
Encourage your team to look beyond surface-level differences. This could mean implementing training sessions on unconscious bias or inviting speakers from diverse backgrounds to share their experiences. The goal is to raise awareness that there is no inherently superior standard—quality of thought should take centre stage over cultural differences.
4. Affirm Authenticity
As workplaces become more diverse, cultural intelligence—understanding and navigating cultural differences effectively—becomes essential. Leaders who actively cultivate this skill will be better poised to leverage the strengths of a multicultural team
Imagine a global tech startup organizes regular “Culture Shares,” where each employee presents on an aspect of their home culture—this can include language, celebrations, or traditional practices. This not only educates the team on cultural nuances but also helps each member feel seen and understood. Over time, team members become more sensitive to how linguistic backgrounds shape communication styles and decision-making processes.
Beyond celebrating holidays and sharing fun facts, make cultural intelligence a core part of leadership development. Offer workshops on cross-cultural communication, encourage mentorship programs that pair individuals from different backgrounds and recognize that accents and linguistic diversity are assets that enrich dialogue.
Coaching Takeaway:
Language isn’t just a tool for communication; it’s a gateway to our sense of self. When we create environments where accents, dialects and linguistic diversity are not just tolerated but celebrated, we empower teams to bring their full selves to the table. This freedom can unleash creativity, bolster teamwork and drive innovation.
As leaders, mentors, or coaches, our job is to help people flourish by recognizing and honouring the strengths they already possess. This includes the subtle yet profound dimension of language. So the next time you hear someone switch languages or speak with an accent different from your own, pause and consider: How can I encourage them to bring their authentic voice forward? How can I learn from their unique perspectives?
Ultimately, embracing linguistic diversity allows us to co-create workplaces where everyone’s voice—no matter the accent—is heard, respected and valued. By celebrating our differences, we tap into a richness of identity, culture and thought that can transform not just our teams, but our own capacity to grow and lead.
