When you get them right, great diversity, equity and inclusion (DE&I) strategies transform businesses, and language proficiency plays a crucial role. We know that investing in DE&I initiatives promotes a sense of belonging and connection, and ultimately delivers stronger business results. Whether you’re looking to boost profitability, staff attraction and retention or performance, proactive DE&I initiatives are central to overall business success.

This blog is adapted from our PDF article of the same name. Download that version here.

Implementing a commitment to DE&I alongside expertly designed language training and development will also:

• Widen and diversify your talent pool.
• Foster a culture of ongoing learning.
• Boost employee engagement, loyalty and trust.
• Improve team morale, mental health and well-being.
• Help generate fresh ideas and new perspectives.
• Develop problem-solving and decision-making skills.
• Build better relationships with customers and help you gain better customer insight.
• Enhance your brand and company’s reputation.

That’s quite a list, and it can all be catalyzed by building language proficiency.

Leaders are committing to building better cross-cultural communication and English language proficiency because they understand that better language skills mean a stronger, more meaningful DE&I strategy for their organization.

How to embed effective language learning that supports DE&I in your organization

1. Make it clear that language learning for all is a top-level commitment as part of your DE&I initiatives.
   
2. Communicate the benefits and advantages of ongoing language learning and development, along with the link between language and crosscultural understanding and inclusivity.
   
3. Support a diverse recruitment strategy by embedding language assessment in your talent acquisition initiatives. Measure candidates’ current language skill levels in a fair and equitable way using a resource such as Versant by Pearson. (Pearson TalentLens has developed a set of inclusive best practice assessment steps for HR professionals to incorporate over time.)
   
4. Implement and embed easy-to-use and accessible language resources in your learning and development initiatives. Platforms such as Mondly by Pearson are flexible, relevant and engaging and give employees autonomy on their learning journey.
   
5. Create excitement to promote buy-in. Make language learning part of your company culture and experiment with ways in which to do this.
   
6. Communicate milestones and progress, gain inclusive and regular feedback, celebrate successes and always promote a culture of collaboration.

There will always be challenges associated with implementing, embedding and promoting diversity, equity and inclusion in a company. But by prioritizing language learning, you will propel business growth throughout your organization—unlocking international opportunities, improving internal and external communication, enabling better collaboration, and turbo-charging your talent acquisition.

At the very heart of a truly diverse, equitable and inclusive environment lies a multi-level commitment to better communication, in all the various forms it takes across your organization. Prioritizing language proficiency is one of the most dynamic ways to reinforce DE&I in your business.

If you found this article interesting and want to learn more, download the full PDF version. It features what to focus on as a leader and more about how language learning powers DE&I efforts.

Find out more about how language training and assessment can drive your business forward by checking out our resources for HR professionals, including articles, whitepapers and research.

Did you know? According to our research, employees who work for a company that provides English language training are more than twice as likely to say they are very satisfied at work, compared to those working in companies that do not.

To retain top talent in an increasingly competitive marketplace, all evidence points to developing communication and language skills.

Communication: the most in-demand business skill

Pearson’s Skills Outlook Summary 2023 showed that communication skills including English language skills are the most in-demand power skills across the board. PwC’s Global Workforce Hopes and Fears Survey 2022 agrees: the top five predictors for employee turnover all had the same themes in common – communication, empathy and listening skills.

According to Gallup, a focus on developing employees’ strengths (as opposed to focusing on fixing weaknesses) can lead to a 20-73% reduction in employee attrition. That’s a startling statistic and one that has the potential to transform your business.

So, the message is clear: by investing in your employees’ existing communication and language strengths, you’re helping them refine a comprehensive range of business power skills. In turn, this will make them feel more engaged and therefore far more likely to stay with you.

3 ways to implement English training to retain top talent

Let’s explore three ways to implement an English language skills learning and development plan that underpins communication skills, refines business soft skills and makes your employees want to stay.

1. Find out what training employees want

To tailor a culture of learning that supports the development of your employees’ language and communication skills, you’ll find it helpful to get their input first. Survey and interview your team to better understand current barriers to language-specific learning, skills gaps, preferred learning styles and current frustrations.

For example, is it speaking, listening or reading English that they currently struggle with the most? The better you understand your employees’ needs, the more consulted and engaged with the process they’ll feel.

2. Reward those who commit to language learning

In 2023, Forbes outlined 15 strategies to make your employees stay, and perhaps unsurprisingly, reward featured strongly. Your performance management system should include a structure that acknowledges employees who are committing to achieving their objectives and developing their skills, and demonstrates the career trajectory that might be possible with improved communication and language skills.

What that looks like will differ from organization to organization, but it’s important that employees understand the potential opportunities that come with refining their language skills.

3. Promote the link between language skills and career progression

Your employees may not naturally make the link between developing language skills and career progression, so help them understand how better language skills can help them move forward in their role and how you will support them in this.

When they see that language skills have been built into their development plans, they’ll feel invested in staying with your organization and developing their skills with you.

In a world where communication-based soft skills are more valuable than ever before, the ability to confidently converse in different languages within a business context is an impressive skill that’s transferable to a multitude of other business soft skills, such as teamwork, leadership and problem-solving.

Once they understand the full range of benefits that come with developing their language skills, they’ll be grateful that you’re committed to helping them do that and will be more likely to stay.

Boost your workforce’s English language skills and reap the business benefits

It’s clear that when employees feel that their communication skills are improving, they feel a sense of continued progression and engagement – not only in their language abilities but also across a range of other business power skills.

The key to retaining talent lies in increasing engagement, and since higher engagement rates are linked to 21% more productivity, according to Gallup, there really is no better way to retain a happy workforce.

Start building your team’s English language skills

Learn how Mondly by Pearson can help you reinforce a culture of learning and retain top talent within your organization, with flexible English language learning solutions for your business.

If you liked this blog post and want to learn more, download the PDF report here.

Find out more about how language training and assessment can drive your business forward by checking out our resources for HR professionals, including articles, whitepapers and research.

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We know businesses that invest in skills development are more likely to retain top talent, and see many other benefits as well. Upskilling your team's English proficiency can have a transformative effect on the business, leading to new opportunities, growth, and a more engaged workforce. However, implementing a corporate language learning program can be challenging. Using traditional goal-setting frameworks can support you and your team on this journey. Here's how:

To compete in the modern business space, many organizations are shifting to a more global way of working.

The COVID-19 pandemic accelerated digital transformation and globalization across industries but, as many businesses look now to sustaining future growth, the question is: what powers a successful, global organization?

Why English proficiency is key to unlocking international success

According to Pearson’s 2022 Power Skills Survey, one of the biggest factors in effective workplace globalization is the use of English as a common language. The report states “Adopting a common language and ensuring that the entire workforce can access it has become more important than ever before.”

It points to statistics from rising economies in Southeast Asia, showcasing the strength of English use and their respective booming industries:

• In Indonesia, Southeast Asia’s largest economy in terms of GDP, the service sector employs nearly half of the country’s local workforce.
• In Thailand, nearly 60% of the country’s GDP is generated by tourism and export-oriented production. Vietnam, one of APAC’s fastest-growing markets and a rising manufacturing powerhouse, counts the US among its top trading partners.
• The Philippines’ business process outsourcing (BPO) sector, a key pillar of the country’s economy, employs 1.3 million people.

The power of effective communication

Pearson’s 2022 Power Skills Survey is a drop in the ocean of reports hailing effective communication as one of the top factors to both personal and business success. Good communicators have been linked to higher performance in school, at work and in their personal lives. It is no surprise then that good communicators are highly sought after by talent recruiters.

With many businesses moving to hiring outside of traditional location boundaries, more languages are inevitable in the workplace. So, can good communication transcend language barriers?

As the statistics gathered by the Power Skills Survey show, there is evidence that sharing one common language, and therefore enabling more effective communication, can improve business opportunities, workforce growth and ultimately the economy. In the survey report, Norlida Azmi, Group Chief People Officer at Axiata, said:

“Communication is a critical skill that sets the foundation for not only leadership competencies, such as people management and coalition building, but also for wider and effective stakeholder management in the ecosystem – communicating with our shareholders, customers and the communities that we operate in.”

English: the official language of business

While communication for globalization can look different for different markets, the English language is recognized as the prevailing choice for multinational companies. The Harvard Business Review says:

“The need to tightly coordinate tasks and work with customers and partners worldwide has accelerated the move toward English as the official language of business.”

So, with businesses now fighting to grow in a global marketplace, unlocking the power of the English language is crucial to success.

Assessing English proficiency within your organization

The survey shows that many organizations have work to do in this area, even if they view strong English proficiency as extremely important to their roles. It details the current state of assessing candidates’ English language proficiency and the percentage of organizations that have strategies in place to upskill their employees English proficiency. Both leave room for improvement.

According to the survey, the number one way talent acquisition managers test English language skills is at the interview (58%), although 37% aren't measuring English language skills at all. This can be problematic later down the line, as not all four language skills (reading, writing, speaking and listening) will be accurately represented in an interview.

Meanwhile, 27% of businesses use computer-based tests and 14% use paper-based tests to assess English language proficiency. By getting standardized test results, talent managers can more accurately assess if candidates’ English proficiency is suitable for the role, making for more confident and successful hires.

Strategies for English upskilling

Talent managers can also pass on these insights to learning and development managers to help them implement effective English language upskilling programs. While this investment can empower employees to perform better in their new role, it may also improve employee retention and even lead to succession and impact business growth.

 Whether organizations choose to hire new talent with higher levels of English proficiency or invest in learning and development programs to build their employees’ language skills, there are tools available to help.

Pearson Language Solutions for Work enables talent and learning and development managers to fast-track and simplify their recruitment and training processes, giving you total confidence that your candidates and employees have the English language skills to drive your business forward. Find the best language assessment and learning solutions for your organization here.

Drive your business forward with language training

If you liked this blog post and want to learn more, download our PDF report here.

Find out more about how language training and assessment can drive your business forward by checking out our resources for HR professionals, including articles, whitepapers and research.

Developing collective language proficiency is one of the most dynamic ways you can promote and invigorate diversity, equity and inclusion within your organization. Here’s why.

If you want to save this for later, download the PDF here.

There’s an often-overlooked core workplace skill that, when prioritized within learning and development programs and hiring processes, has the power to energize your diversity, equity and inclusion (DE&I) initiatives - sparking huge potential for international business growth.

That core skill is language proficiency. Effective and inclusive language has the power to reinforce diversity, helping employees express themselves authentically and promoting a sense of belonging across teams.

We know that diversity drives positive business outcomes (companies in the top 25% for ethnic and cultural diversity were 36% more profitable than those in the bottom 25%, a McKinsey survey found). It follows, then, that embracing English language learning across your organization is one of the most effective ways to reinforce your DE&I strategy, unlocking business growth across existing and new markets.

The message that resonates in Pearson’s Skills Report Outlook 2022 is that the most in-demand power skills today are not technical but human, soft skills, like communication. Being able to communicate confidently powers all other business skills and strengthens your DE&I strategy—a strategic imperative for businesses.

Forward-thinking companies know that the driving force behind a truly inclusive workplace is language learning. Let’s explore why investing in language skills is the key DE&I enabler that can help unlock your organization’s potential for growth.

5 ways improved language skills can advance DE&I in your organization

1. Better language skills mean more confident communicators

Strong relationships are the bedrock of an inclusive workplace, and language learning refines core business communication skills like active listening, negotiation, conflict resolution and empathy. Confident communicators can influence, persuade and help advocate a positive DE&I narrative for your business, inspiring others to speak up along the way.

2. Language learning promotes collaboration

Upskilling your team in language proficiency helps to break down language barriers and allows for more inclusive participation and collaboration across diverse groups. Better language skills enable trust to be built and maintained among teams and can promote more inclusive decision-making processes too.

3. Language development fosters a sense of belonging

Gallup says that a sense of belonging develops when identities align. Employees want their individual identity to align with the company’s identity, creating a feeling of connection and belonging. Building English language proficiency helps to cultivate a welcoming environment where everyone feels a sense of belonging. When employees can express themselves and contribute their thoughts and feelings, they feel like an important and integral part of the team.

4. Enhanced language skills spark fresh perspectives

Developing language skills unlocks the door to more diverse views and new ideas. It encourages and empowers employees to have the confidence to voice their opinions. Fresh perspectives and ideas that come from language learning don’t just reinforce your existing DE&I initiatives—they can also unlock new opportunities and drive positive business outcomes.

5. Language proficiency helps you tap into new markets

We know that companies that invest in DE&I are 70% more likely to capture a new market. To thrive in an increasingly global marketplace, organizations are driving language learning to boost market access and open the door to new customer segments. To reach those new markets, you must be able to speak the language fluently, understand its cultural nuances, and communicate effectively to build effective and authentic relationships.

Energize your organizational DE&I strategy by unlocking more confident communicators with Mondly by Pearson—a suite of language learning solutions designed to develop employees’ language skills with flexible, engaging and workplace-relevant content.

Want to find out more about powering your DE&I strategy and driving global growth with language learning?

There are three standout reasons why recruiters use artificial intelligence (AI) tools in their hiring process: to save time, provide valuable insights and to make their jobs easier.

The recruitment process is vital to any thriving business, but it can be time-consuming and labor intensive. Sourcing candidates, screening resumes, conducting interviews and making hiring decisions can be stop-start, with some time-wasting tasks and reprocessing. However, as technology continues to evolve, the role of AI in recruitment is becoming increasingly important.

With the help of AI, Talent Acquisition leads can improve their recruiting processes, save time and find better-quality candidates. 96% of senior HR professionals believe AI greatly enhances talent acquisition and retention.

The modern workplace is constantly evolving and undergoing a paradigm shift in performance management. The focus is now on fostering a culture of continuous learning and development, rather than merely holding employees accountable. It is particularly important to prioritize this shift when it comes to enhancing language and communication skills within your team.

It is important to connect performance management with language learning goals, as English skills are highly valued by both employees and businesses.

In the fast-paced world of business, there is one undeniable fact that holds true: employees are the key to success. Their commitment and expertise propel organizations towards their objectives, which is why investing in a learning culture is essential. The advantages are numerous and include improved staff retention, increased productivity and the goal of higher employee engagement.

Preparing students for the modern world of work can be challenging; it's constantly adapting and changing which can be hard to keep track of. Today's post is a Q&A on the teaching of employability skills and the essential skills and qualities students need to thrive in the 21st century. Dr. Ken Beatty offers insights to answer common questions and help you improve your language teaching skills.

1. How can we make students see the value of employability skills when they prioritize traditional language skills? Any tips to bridge this gap?

My advice is to push the issue back to the students by putting them in groups and asking each group to identify a different job/career that involves people working with others. Then ask "What would happen if this job was competitive instead of collaborative?" You may have to re-explain the concepts, but let students write a little story about a situation in which the workers suddenly all turn competitive.

For example, It was chaos in the women's soccer/football game. All the members of the blue team suddenly became competitive. Each one still wanted to win, but each decided that she would shoot a ball into the other team's net. This included the goalie, who ran up to the front of the field and purposely shoved and tripped members of her team ….

Or for more traditional jobs, In the middle of the operation the nurse pushed the doctor out of the way and picked up the instrument. The patient also wasn’t completely asleep, and he tried to do the operation himself, then …

It's all absurd, of course, but it can lead into other tasks asking students why collaboration is so important in each job. Then, turning it back to language, what kinds of language does each profession require to collaborate? For soccer/football players, this includes shouted requests and commands: Pass the ball to me! Shoot! as well as hand and body gestures. Similarly, doctors require professional jargon: Pass me the scalpel, please. Rather than Give me the pointy knife thing!

2. Considering all the impact of tech, is there a clear future for employability for teachers?

One hundred years ago, in 1923, Thomas Edison predicted that motion pictures would replace teachers and books. Since then, similar predictions have been made for radio, TV and computers. It hasn't happened, and one of the reasons is that we crave the human touch in our teaching and learning. I recently read. "When it comes to getting knowledge to stick, there may be no substitute for human relationships. … I've been to former students' weddings and baby showers and funerals of their parents," says Millard, the high school English teacher in Michigan. "I've hugged my students. I've high-fived my students. I've cried with my students. A computer will never do that. Ever, ever.”(Waxman, 2023, para. 21-22)

But, that doesn’t mean teachers should stop learning about new technologies. We need to keep finding ways for them to help us and our language learners in the classroom. It can seem overwhelming, though, which is why I recommend shifting responsibility to students: “Do any of you know about ChatGPT? Yes? How do you think you could use it to help you learn?”      

3. How can we deal with collaboration in a competitive world?

Although the world is in many ways competitive, there are countless examples of how students will do better by collaborating. Most of our students today won't be working in environments where they are competing against their co-workers. Instead, they'll be in teams and need critical thinking and negotiation skills to help them do so.

One way forward is to ensure that your classroom features more collaborative activities. Get students working in pairs and groups on all their assignments, but also create a buddy system so students always have someone else to ask for help. For example, if they're having to read a text and come across difficulties, it's often easier for them to text or call a friend than to wait until the next class. After a few collaborative activities, discuss collaboration versus competition with students and ask them which they prefer. Also, ask them for examples of what their friends and family members do regarding collaborating and competing.

As always, it's better to lead students to understand a new idea than to tell them.

If you want to learn more, make sure to check out Ken's webinar here. If you'd like to learn more about teaching future skills to students check out 21st-century skills and the English language classroom.