With digital tools like Zoom connecting us across continents, an international talent pool is more accessible than ever. This global reach is a major advantage for companies of all sizes, from Fortune 100 giants to nimble startups. As teams grow more linguistically and culturally diverse, businesses benefit from a richer mix of perspectives—but they also encounter new challenges to clear communication across global teams. For many organizations, English becomes the common language, or lingua franca, in which ideas and strategies are shared.
So, how can leaders uphold their commitment to Diversity, Equity, and Inclusion (DEI) while fostering clear English communication across diverse teams?
Build a Balance Between Inclusion and Clarity
Supporting both DEI and communication clarity might seem like balancing competing priorities. Leaders want employees to bring their unique cultural perspectives forward without feeling pressured to conform or “blend in.” We certainly don’t want anyone to feel like they must assimilate into a homogeneous culture. However, clarity in communication is essential not only to sharing these perspectives but to fostering effective teamwork. You can even consider it a matter of accessibility in communication—both for the speaker and for the listener. And as a leader, you have an opportunity to provide and encourage support for employees who may face challenges expressing themselves in English.
Many well-intentioned leaders avoid offering feedback or resources out of a desire to be culturally sensitive. However, this can unintentionally overlook the needs of team members who have communication pain points and may benefit from additional support.
Be Sensitive Yet Supportive – An Anecdote
Years ago, at a language conference, a fellow attendee—a monolingual English speaker—expressed dismay when I mentioned my speech coaching specialization in accent reduction and pronunciation training. She questioned, “Why would you tell someone to change the way they speak? Why don’t you just tell everyone else to change their mindset?”
Her reaction—well-meaning albeit unrealistic—is common among monolingual speakers who may not fully understand the plight of adult language learners. (Before I continue, I’ll note that I do NOT ask people to change the way they speak —however, I DO support them on their journey when they seek help in this area.)
Having lived abroad in Spain and navigating daily life in Spanish, including persisting in a competitive academic environment, I understand many of the obstacles adults face when communicating in a language they didn’t grow up speaking. For non-native English speakers, these challenges may be magnified in high-stakes, professional or corporate settings. Leaders in global businesses can play a pivotal role by supporting employees who may be fluent in English but feel constrained when expressing themselves at the level they would in their native language.
How Can I Empower Non-Native English Speakers on My Team?
Supporting non-native English speakers doesn’t mean asking them to leave their identity behind; it’s about equipping them with the tools to be both clear and authentic. The goal is not to subtract culture or uniqueness, rather, it should feel additive: to raise confidence levels so as to enable, encourage, and empower authentic communication in English. And this aim should bolster interaction amongst staff as well as dexterity in business communication for global leaders.
Here are ways leaders can help:
1. Gain an Understanding of a Non-Native Speakers’ Specific Challenges
Acknowledge the challenges specific to non-native speakers and become comfortable talking to non-native speakers about these hurdles in a supportive way. Being a non-native speaker or *second language learner is not an offensive or even a subjective term, it is a factual one. It refers to a person who learned a particular language after the “critical period,” often leading to fossilization of certain linguistic habits. In other words, a person learning a language after adolescence will not typically learn the linguistic structures of the language the same as they would naturally as a child would typically do.
Even if you do not detect an issue, non-native-English-speaking employees may struggle to communicate at the same level at which they would in their native language. And that puts them at a particular disadvantage. They may feel daunted, thwarted, or even shame about their speech even if you praise their communication skills.
2. Identify Communication Gaps
Despite an employee being fluent, they may still struggle with certain nuances of English. Look for potential signs that language may be hindering an employee’s potential:
- Do clients comment about the employee’s communication challenges?
- Do colleagues mention the employee’s communication challenges?
- Did a manager identify gaps or opportunities for growth relating to the employee’s communication?
- Has the employee expressed concerns about their communication skills or related barriers?
- Is the employee hesitant to present or speak up in meetings?
- Does the employee shy away from the spotlight or high-visibility opportunities?
- Is the employee advancing at a pace that matches their skills? (e.g., Remaining in the same position for longer than expected, potentially despite outperforming peers and perhaps avoiding internal interviews.)
If these signs are present, a supportive conversation can help. Offering supports is not only appropriate but it is kind. Reassure the employee that enhancing clarity will amplify—not diminish—their unique voice.
3. Offer Specialized Communication / English Training for Diverse Teams
Just because English learners are fluent does not mean they no longer need language support. Your employees may be well past the need for traditional “English as a Second Language” classes or ESL curriculum. For example, they may be extremely fluent in English, very advanced in their reading and listening comprehension, and have polished writing skills. That said, they may indeed value assistance with advanced nuances of English such as accent modification also known as accent reduction (pronunciation training for consonants, vowels, syllable stress, intonation, etc.) and presentation skills training to help with eye contact, gestures, body language, and other skills related to public speaking. This type of coaching can make a significant difference not just in their clarity, but in their confidence.
4. Frame Communication Support as a Growth Opportunity
Framing communication coaching as a professional development investment can make employees feel valued. It demonstrates your commitment to their success and strengthens their team’s effectiveness. It’s not about assimilation; it’s about giving employees the confidence to convey their ideas effectively.
When you offer these services to them, explain that these services are for non-native as well as native English speakers who wish to express themselves more clearly and become more confident in their public speaking.
Over 20+ years, I’ve personally coached many high-performing executives with their articulation of English, phrasing, delivery, and other techniques to express themselves. My clients frequently report that coaching has empowered them to share their thoughts more freely and confidently in professional settings.
I have not yet encountered a situation where an executive received the training as stifling—rather they consistently find it liberating. Once these non-native speakers feel supported with strategy, technique, and feedback, they often blossom into confident communicators that infuse their culture and personalities into their communication because of the confidence they have gained.
5. Foster Inclusivity Through Leadership and Encourage Cultural Expression
As a leader, you set the tone. When you respect and appreciate diverse communication styles, you model inclusivity for the entire organization. Simple actions, like learning about different cultural norms and forms of expression, reinforces that clarity—not perfection—is the goal.
Advocate for employees to share their unique cultural viewpoints and encourage open dialogue. When team members are invited to share aspects of their background, they bring their “whole selves” to work, enriching the team’s perspective. At the end of the day, you want your employees to be simultaneously clear and authentic.
One way to demonstrate your personal dedication to diversity is to learn a “second language” yourself (or add to your repertoire). Putting yourself in the shoes of an adult language learner could provide an eye-opening and immersive experience. Once you understand the dimensions of language differences in the articulation of sounds (phonetics), phonology (sound patterns), word anatomy (morphology), word order (syntax), and other parts of structuring conversations (semantics and discourse), you may gain another level of appreciation of the complexity of expressing yourself in another language. You can dabble using online language tools or apps or even take a live class online or in-person to dive in with both feet.
Beyond Clarity – The Power of Confidence
For many high-performing professionals, language coaching can be transformative. As I’ve witnessed with numerous clients in both the corporate world and entertainment industries, the results of working with a coach or specialized resources are evident and invigorating. With tailored support, English learners develop into confident communicators, seamlessly blending their cultural identities with improved clarity.
I wholeheartedly encourage leaders to have supportive conversations with non-native English-speaking employees about their language needs. Offer staff members professional development in the areas of speech/pronunciation training (accent modification), communication, and presentation skills as a way to help them overcome language barriers. It shows that you want to help them to express themselves authentically and confidently, which may help them gain visibility. Empowering employees in this way is an act of inclusion. It shows that you value them for who they are and want them to have every opportunity to thrive within the company.
Ready to Empower Your Global Team?
If you’re looking to strengthen communication across your diverse team, consider introducing communication coaching that respects and values each individual’s unique voice. Let’s build a more inclusive, effective workforce together. Contact Melanie to learn more about coaching programs that support clear, authentic, and confident communication in English. Invite Melanie as an empowering keynote speaker to encourage language learning for your staff—both native and non-native-English speakers alike.
