Using the AAPPL to Assess Brazilian Students’ English Proficiency

high school students attending class

By Sandra Baumel Durazzo, Head of Internationalization and Languages at Bahema Educação – Brazil

The role of schools today is different from what it used to be. In the 21st century, schools aim at preparing students to participate actively and critically in a world with subtle frontiers. Thus, instead of transmitting information, it is necessary to develop competencies.  Effective communication is one of these essential competencies, especially in English, considering its international status.

Bahema Educação is an educational enterprise with 14 schools located in different states of Brazil. Each school has its own identity and pedagogical objectives. Bahema’s professionals have been debating on the role of assessment in our students’ education. Our analysis of collected data and research ultimately led to establishing a cycle of English proficiency evaluations in 2021.

Selecting an Assessment

As head of the Internationalization and Languages department, I led a study of assessment solutions from all around the world and selected the AAPPL. The main reason for choosing it was the focus on communicative abilities and proficiency, instead of verifying the use of certain grammar patterns or ranges of vocabulary.  The fact that the different test forms targeted specific age groups and proficiency levels underscored the relevance of the assessment tasks for the students, and the reports generated by their results proposed valuable teaching and learning opportunities.

From decision to action

The whole process took about 6 months, from the moment we decided to use AAPPL tests to the meetings with the faculty of each school to discuss the results and define a course of action for the following years. What steps did we take? First, it was necessary to guide school administrators to prepare both the school and the community for testing days. We set up mentoring for teachers to learn about the proposal to use the AAPPL and get to know more about the assessment, so they could help students feel prepared for it. We also evaluated the testing spaces and technical requirements to ensure we could keep COVID-required protocols and have enough silence to avoid background noise interference for the speaking portion. We used many resources on the AAPPL Central website to help teachers, students, and parents know what to expect.

In September 2021, over 500 ninth grade students took the AAPPL. The schools reported easy management of the tests. Students were comfortable with it, although some of them were tired by the end of the last test. Overall, the school administrators and teachers were pleased to have a standardized assessment everyone can look to for reliable information.

The results revealed several accomplishments as well as challenges we will need to face. We learned that in the future we may want to consider administering individual components of the test in shorter sittings across multiple days instead of having students take the full AAPPL in one sitting. We also learned the instructions were accessible and easy for students to understand, making test administration very straightforward. We are developing proposals for teacher training, technology tools for learning, and other initiatives. In all of these proposals, having reliable data from the AAPPL helps inform and substantiate our requests. At each of the schools, teachers look at the Score Reports with their students to reflect on the reasons for the results obtained and how each individual can work to improve. Likewise, teachers are evaluating the reports to help them consider steps to improve their ELL programs. Using the AAPPL has been a very favorable and valuable experience for our organization.

The Importance of Language Proficiency in the Workplace

a diverse group of professionals having a discussion In a recent study conducted by ACTFL, it was reported that 9 out of 10 U.S. employers rely on “U.S. based employees with language skills other than English, with one-third (32 percent) reporting a high dependency.” (p. 5). With this high demand for bilingual and multilingual professionals, the bar has been raised on the importance of validated language proficiency in the workplace. The demographic shift we are experiencing in the U.S. is creating an increasingly multilingual and multicultural society, and American employers are quickly learning that approximately “65 million U.S. residents speak a language other than English (40 percent with limited or no English proficiency) and 96 percent of the world’s consumers and two-thirds of its purchasing power reside outside U.S. borders” (p. 6). What the results of this study tell us is that professionals with bilingual or multilingual skills are in high demand as companies look not only to reach their customers in their preferred languages but also to expand globally. However, it’s not sufficient to state on a résumé or application that you are bilingual or multilingual. More and more employers are validating the level of language competency and proficiency in speaking, listening, reading, and writing. Why? Employers need a valid proof that job candidates truly possess the language skills they claim to have to make sure that whoever they hire will successfully perform the tasks required for the job.

In a recent episode of “Language is Your Superpower” podcast, host Lisa March chats with Vinay Patel, PhD, Senior I-O Psychologist working on the HR Research Team for AT&T. His role focuses on ensuring an objective, valid, and reliable process for employee selection, assessment development, and confirmation of job language competency. By using language assessments, employers are better equipped to test and track their employees’ language proficiencies to fill any gaps, better serve their customers, and grow their businesses. However, Dr. Patel warns against homegrown assessments and advises companies to rely on language testing experts that have decades of research, experience, and validated tools to ensure that they are measuring what they are intending to measure, which is language proficiency. Assessing language proficiency is both an art and a science that requires a certain level of flexibility as roles and responsibilities on the job evolve as well as the research and empirical evidence needed to validate the reliability of the assessments. As a potential language test-taker, you also want to have the comfort of knowing that the process is just, fair, and meets your proficiency needs.

AT&T relies on Language Testing International to perform language proficiency assessments with their bilingual and multilingual employees. We have conducted over 5 million language proficiency tests over the last 30 years across most industries and are a leading expert in this field. To learn more about how to get certified, visit LTI today!

Meet a Language Superhero: Eda Uzuncakara

magazine cover Eda UzuncakaraEda Uzuncakara shared her language learning journey with the hope to inspire people to “find their voice in a new language.” As a bilingual professional, IT manager, entrepreneur, and writer, Eda found her voice in English as her new language while she continues to keep her roots in her first language, Turkish. In her story, she talks about her language learning journey and shares great ideas for making language learning joyful and personal. She says that when you find what excites you about learning a language, you’ll minimize overthinking and the “foreign language will cease to be foreign to you.”

Read Eda’s story: Language-Superpower-Magazine-Eda-Uzuncakara

Watch Eda’s videos:

Video 1: Introducing the April Language Superhero

Video 2: Eda’s ideas for learning a new language

Video 3: Eda reading an excerpt from her book

Find out more about Eda’s collection of short stories, Jumping on the Drips here.

How Language Testing Serves Both the Employer and the Employees

customer service employee smiling talking to customer

Language Testing International (LTI) helps many of its corporate clients implement language assessments for their job candidates and employees. At first glance, one might assume that these third-party language assessments are only designed to help LTI’s clients, the employers, and not necessarily designed with the job candidates or employees’ benefit in mind. However, at LTI, we work very closely with our clients to ensure that all parties are carefully taken into consideration with each step of the assessment process.

As a case study example, on a recent episode of LTIs “Language Is Your Superpower” podcast, special guest, Vinay Patel, PhD, shared how language assessments can serve both the employer and its employees.

Vinay Patel, PhD, is the Senior Industrial-Organizational Psychologist for AT&T in Dallas, Texas. In his role as an I-O Psychologist—a position that studies human behavior in organizations and the workplace—he applies his and the organization’s collective knowledge and principles to create a better workplace where people are genuinely happy about their jobs and contribute to their organization in a meaningful way, while the organization does everything in their power to keep their employees fulfilled. He and his team at AT&T, when choosing a language testing partner, take into account that “in I-O Psychology, we measure different types of validity. And the one that’s often ridiculed by academics is face validity, because it’s basically looking at a test and saying ‘yeah, it looks like it’s measuring what it’s measuring’. But that’s really important from a candidate’s standpoint, right?” Vinay went on to give the example, “Let’s say you want to be a forklift operator and I’m asking you questions that have nothing to do with forklift operations. You’re not going to think the process is fair. I could have all the science behind that that says it predicts performance, but if candidates think they’re being cheated out of something, that’s not something your company wants to necessarily endorse or use.”

With LTI as AT&T’s language assessment partner, Vinay explained that “before implementing any kind of assessment, we want to collect data to ensure that assessment is valid and reliable, and job related. So, that was one of the first things that was done is to determine relevancy to the position. Also, at what level does the language need to be spoken to kind of meet the minimal qualifications? We want to make sure that the people that are coming in through the door can communicate with the customer in another language if they have to, and that they provide a good customer experience. So, the decision is made with the customer at heart. Really, those two things are absolutely necessary; making sure that the customer is happy with our service, but also making sure that we are doing everything in our steps to ensure that all of the things that the test is measuring are tied to the job.”

Vinay mentioned an additional benefit for job candidates, namely the official language proficiency credentials that come with each test and that each test-taker can showcase. “Whenever you pass the SAT’s or GRE or something like that, and you get a high score, you’re proud of it. It’s like this was a measure of aptitude and this is where I lie.” So, the job candidates, whether they land the job or not, obtain real-world certificate credentials, as well as a better understanding of how and where their language skills may be applicable in the workforce.

Vinay illustrates how, with the help of LTI, AT&T has been able to tailor their language assessments to specific roles in the company. Vinay gave specific examples of how “within the call center and retail spaces, we do ensure that the questions asked are really custom to the business. They are conversations that you would have in a call center space, or conversations or topics that would come up in a retail space. So, it’s not really just general ‘how well can you speak?’ or, you know, if you’re using slang terms or anything like that. It’s really specific and tied to the business.”

At LTI, we know that when our client’s customers are satisfied with the customer service they receive in different languages, and when our client’s job candidates and employees trust and have a positive experience with our language assessments, that our client’s customer satisfaction and their bottom-line usually tend to benefit as well.

Learn more about language proficiency assessment here.

The Washback Effect: Long-term Impacts of the AAPPL in the Classroom

female teacher helping a teenage girl in a classroom

By Chris Lemon, Northmont High School, Clayton, OH (Spanish Teacher, Department Chair)

Four years ago, our school chose the ACTFL Assessment of Performance toward Proficiency in Language (AAPPL, Form B: Novice High to Advanced Low), over sixteen other options, as our preferred method for students to earn the Seal of Biliteracy accepted by our state. It was the clear choice as the best combination of design, accuracy, cost, and individualized feedback, and we have stayed with it in large part because of the “washback effect” that it has had on our classrooms.  The AAPPL is new to us; implementing it has been a change that impacts our program and classroom environment. So, the notion of washback effect is related to our firsthand experiences with the AAPPL in very specific ways.

Before we began to use the AAPPL, we had already begun to shift our instructional design–objectives, curriculum, resources, etc. toward a proficiency-based learning approach. From the first year, the test design itself and its detailed results for our students pushed us even further to build our learning experiences around real-world language use. ACTFL even supported us running our own workshop a couple years ago in which we invited teachers from around the region to learn more about the AAPPL and get a better sense of the format that our students would see.

These experiences taught us the importance of time management for our students, and now we focus more on building their ability in the lower levels to more quickly identify key vocabulary and details and to get the main idea in a variety of familiar settings in order to successfully transition to demonstrating these same skills in more challenging situations. We also prepare them for the increasing difficulty level of tasks within the testing environment itself, training them to leave themselves time for the later tasks that will require more thought, especially in the reading and writing sections. These time management skills not only prep them better for the test, but also push our classroom instruction to focus more time on those more advanced skills that lead to more interesting discussions during which students express themselves beyond simple statements and questions.

If you are looking for an assessment tool that will create a positive feedback loop to help you to reinvent your instruction, keep your students engaged, and push them to explore a variety of topics relevant to their own life and the culture that they are studying, I encourage you to explore what the AAPPL can do for you and your students. For us, the positive washback is significant.

Learn more about the AAPPL here.

Learn more about the ACTFL Proficiency Guidelines – 2024 here.

What does I-O Psychology have to do with language proficiency?

professional man holding a briefcase

Before we can answer this question, let’s first define I-O Psychology. According to the American Psychological Association, Industrial-Organizational Psychology is the scientific research of human behavior and the application of research findings within the workplace to support individuals, groups, and organizations. I-O Psychologists are sought-after professionals that aim to address issues regarding humans in the workplace such as “recruitment, selection and placement, training and development, performance measurement, workplace motivation and reward systems, quality of life, structure of work and human factors, organizational development and consumer behavior” (APA, 2022, para. 3). The field of I-O Psychology looks both at the industrial side (assessing differences between individual job roles and workers) and the organizational side (exploring how workers function inside the business and how the business functions within the larger society) offering a more comprehensive approach to study work-related phenomenon in a scientifically methodological manner. So, it’s no surprise that large organizations, such as AT&T, have I-O Psychologists on their teams to help navigate these different aspects of human resources challenges, human behavior, and the experiences their employees create for their customers.

In a recent episode of “Language is Your Superpower” podcast, Host Lisa March speaks to Vinay Patel, PhD, a Senior I-O Psychologist working on the HR Research Team for AT&T. Currently, he works as an internal consultant focused on employee selection, assessment development, and validation space. This means that he is intimately involved in the development and maintenance of assessments that are used across the business, from the time a team member is selected, onboarded, and trained to learn the job, to when the team member experiences professional development and conducts the work, all the while ensuring a fair process for both the organization and the employee. From the business side, this offers a scientifically based, objective way of measuring employee performance and AT&T customers’ experiences. From the employee’s side, it ensures a reliable, validated, and fair process to assess an employees’ job performance, while minimizing subjective opinions or personalities that often get in the way. Essentially, it offers a more just and equitable way for the employer, employees, and team to work together to better serve their customer base and community.

Now that we have an idea of what I-O Psychology is, what does it have to do with language proficiency and how does it affect you? The reality is you can study and get a degree in a language, then not use it, resulting in losing your ability to be proficient in that language. Or you can be a native conversational speaker in another language but may or may not know the industry-related terminology or have the necessary occupational language skills to perform at your fullest potential. To accurately measure what you can do with your second language, particularly within your work-related role and responsibilities and within the organization, you need to have a fair and reliable assessment and process of evaluation. That’s how an I-O Psychologist helps to ensure a scientifically based, valid, and reliable means of measuring your language competency in reading, writing, speaking, and listening. AT&T is committed to offering professional development through language proficiency assessments for their employees, especially those that interface directly with customers, such in retail stores and call centers. For bilingual and multilingual employees at AT&T, language proficiency testing provides a great opportunity to validate their language skills and advance in their careers.

If you are a bilingual or multilingual professional interested in validating and certifying your language skills, you can depend on LTI to offer scientifically based, valid, and reliable assessments to determine your language proficiency in over 120+ languages. Visit LTI today and get certified anytime, anywhere!

Source: https://www.apa.org/ed/graduate/specialize/industrial

What should the standard be for language assessments?

a professional woman sitting at computer, customer service

Do companies need a language testing assessment partner, or can they develop and administer their own assessments in-house? What are the repercussions to attempting a homegrown assessment? If a company does choose to hire a language assessment partner, how would that company know they are choosing the right vendor? At Language Testing International (LTI), these are common questions we address with our clients. However, instead of taking our word for it, let’s hear from someone who actually has to make these decisions and who has chosen to work with LTI.

On a recent episode of LTIs “Language Is Your Superpower” podcast, special guest, Vinay Patel, PhD, discussed what he and his team at AT&T look for when choosing a language testing partner, and offered advice from his experience as to what companies may want to avoid.

To start, Vinay mentioned a common pitfall that many companies run into, which is to try to develop and administer language assessments in-house. “For somebody that doesn’t have the background,” Vinay explained, to determine “in what actually is proficient and what’s not proficient, if they’re not using standardized criteria, you could really be getting yourself into quite a bit of trouble. You could be assessing things that seem like they’re assessing language, but it could be full of bias. So really, the advice that I would give is to be careful with homegrown assessments. Really, if you’re trying to measure language proficiency, do your research. So, go online, see what language proficiency is, how it’s defined, what’s required within your company, all that kind of stuff. There’s a lot of things to look at here before you just dive in and make homegrown assessments.”

Vinay continues to say that “the good thing about some vendors is that they’ve done that work. It’s their bread and butter. They use standard measures of what proficiency is. They’ve done a lot of the research on the back end with different languages. So, it [working with a language testing provider] might be a lot easier than trying to develop something in-house.”

At AT&T, Vinay outsources their language assessments, but explains that not all vendors are operating at the same level of experience. He goes on to detail what he looks for when helping to choose AT&T’s language assessment partners. “First and foremost, I want to make sure that the tests they are using or have developed are reliable and valid. I want to make sure that data has been collected on how good they are at doing what they are supposed to be doing. So, really, they have to be demonstrated. The second step would be that there needs to be room for validating these assessments locally. So, I’d want data from the people that are applying at this company and see how the test functions, and monitor that as we move along.”

Another factor in selecting a language proficiency testing provider is the cost. “The other thing that is something to consider is cost,” Vinay says. “You want to make sure that the test ultimately is providing utility. So, if the costs are right where they are supposed to be and you are getting enough juice for the squeeze, that’s something that I would consider when choosing an assessment partner.”

Vinay concluded with the third criteria he looks for: “Time-to-hired is a very important metric. We want to make sure that our candidate experience is as positive as possible. I want to make sure that the scores are turned around quickly, so the amount of time it takes for us to know if a candidate is qualified or not qualified in a particular language has to be fairly quick.”

Additionally, Vinay mentions the employee benefit and experience, which is detailed in “the way that the candidate interacts with it and walks away from the assessment. I would want data around that; if they viewed it as a positive experience or if they viewed it as something that was unfair and not job-related.”

As the exclusive licensee of ACTFL, Language Testing International (LTI) works very closely with and administers ACTFL assessments. We know first-hand that it requires years and years of research, subject matter expertise, norming tests, and confirming they are valid and reliable. Having served over 5 million test-takers over the last 30 years, we know it’s not an easy process, but ultimately is an extremely important process to continue to try and get right. It is important not just for the companies who hire us as their language assessment partner, like AT&T, but also for the experience of the job candidates and employees who are taking those assessments.

Job seeking? Why employers may ask you to do a language assessment.

close up of a resume

You are actively looking for a job and you also happen to be bilingual or multilingual. You come across a job posting by a potential employer with a job that is perfect for you and requires the languages you are fluent in. You have hit the jackpot! You apply, and during the selection process the recruiter asks you to take a language assessment. Why would an employer ask you to take a language assessment?

Certify Your Language Skills Today

In a recent episode of “Language is Your Superpower” podcast, guest Vinay Patel, PhD, who is a Senior I/O Psychologist working with AT&T, shares why language assessments are so important to the hiring process. He used himself as an example as a speaker of Hindi. He considers himself fairly proficient. However, he questions how fluent he would be in a job interview. His perception of how proficient he is might not match what his actual proficiency is when measured with a proficiency assessment. It is easy to overstate one’s language ability. In fact, about 60% of all job applicants overstate their abilities on resumes, including language proficiency. Therefore, employers who rely on bilingual and multilingual employees need to have a reliable and validated method of checking job candidates’ language abilities so they can perform the tasks required for their jobs. Validated and certified language proficiency testing offers an accurate measurement of language level and eliminates the guesswork on whether a candidate truly possesses the language skills required for the job.

According to a recent ACTFL report titled, “Making Languages Our Business: Addressing Foreign Language Demands Among U.S. Employers,” 9 out 10 employers rely on language skills other than English to conduct their business and this demand is expected to increase by 56% in the next 5 years. Client and community facing departments, such as Customer Services, Sales, Marketing, Management, and IT have the greatest need, particularly with Spanish, Chinese, French, Japanese, German, and Russian, to name a few.

Dr. Patel advises that when and how a business employs a language strategy to track, test, and train employees’ language competency and proficiency it depends on many variables. If you are applying for a job and knowing a specific language directly relates to the minimum qualifications of the job that you are applying for, you may be asked to do a language assessment before employment. Or, if you are already on board, your employer may use your language skills as part of your professional development plan. Either way, Dr. Patel shares that the tool used to assess language proficiency is often contingent on the cost, strategy, and development involved in creating the tool. This is to ensure that the language test is reliable, valid, and doing what it is intended to do – assess the employees’ proficiency in a particular language competency that relates to their job roles and responsibilities or their professional development. Additionally, if you feel that the assessment was not fair, valid, or job related, it is an opportunity to provide feedback to your potential employer or to collaborate with your employer to better serve employees, the organization, and most definitely, the customers.  After all, the goal is to ensure that the employee meets the job qualifications, can effectively communicate with the community, and creates an extraordinary customer experience.

All in all, when you include “bilingual” or “multilingual” on your résumé or an employment application, don’t be surprised if the employer asks you to take a test pre- or post-employment as AT&T does with LTI as their language proficiency assessments provider. And even if they don’t, you can always validate your language proficiency by getting certified anytime, anywhere with Language Testing International. Get certified with LTI today!

 

Sources: https://www.bbc.com/worklife/article/20180820-can-you-actually-speak-the-languages-you-list-on-your-cv

Consistency and Bias in Assessing Language Proficiency

professionals talking outside

Assessments in the workplace are aimed at identifying what skills and knowledge, acquired over time, a person can bring to the table. This also includes language assessments. Language is something you can study in school and get a degree for. However, to measure what a job candidate can do with language, the employer needs fair and reliable assessments, instruments, and processes in the form of proficiency assessments.  This will not only ensure consistency, but also prevent personal bias from entering the evaluation equation.

On a recent episode of LTI’s “Language Is Your Superpower” podcast, special guest Vinay Patel, PhD, explained the importance of using standardized language testing to assess language proficiency, especially in customer-facing positions, to provide consistency for the employer and an unbiased hiring process for the job candidate.

Vinay Patel is the Senior I/O Psychologist for AT&T in Dallas, Texas. In his role as an Industrial-Organizational Psychologist—a position that studies human behavior in organizations and the workplace through a combination of science and practice—Vinay focuses on assessment development, test validation, and organizational consulting. Vinay’s goal at AT&T is to apply his and the organization’s collective knowledge and principles to create a better, smarter workplace. For Vinay, an ideal workplace is one where people are genuinely happy about their jobs and contribute to their organization in a meaningful way, while the organization does everything in their power to keep their employees fulfilled. It is this vision that motivated Vinay to work towards his doctorate in I/O Psychology, and to continue meeting new people, experiencing new things, and never wanting to stop learning and improving his skillsets.

When discussing the importance of standardized language assessments at AT&T, and for businesses in general, Vinay believes that “it’s crucial to how business is conducted nowadays. So, from the business side of it, we want to make sure that the people that are entering are really prepared to do the work, so there isn’t that much time [for the employee to have to] catch up or hit the ground running.”

Vinay pointed out that standardized language testing benefits not just the employer, but also the employees. Vinay stated that “from the employee’s side, we really work hard to build reliable and valid assessments, so we’re really measuring only the things that are job-related. So, only the things that determine success and performance on the job, and really not any external characteristics or anything like that, that humans are normally biased when they’re making these judgements. So, it’s really built towards having a fair process for both the company and the employee.”

Vinay then elaborated how a properly conducted language assessment “allows employees to really showcase the skills that they have, rather than being conscientious about, anything else that they may think that the company is trying to measure, or if there are any biases in that process.”

At LTI, we know we live in a world where the mention of “standardized testing” may suggest negative connotations for some. However, as Vinay Patel, PhD, shared with us on our podcast, whether consciously or subconsciously, personal bias is human nature. So, when LTI language assessments are implemented and conducted properly, and for the right reasons, especially in a workplace environment like AT&T’s, they can be the key in ensuring that the employer is consistently aligning the best employees for the jobs at hand, based solely on the employee’s ability to perform the tasks required for those jobs – and nothing else!

Building Bridges Through the Power of Cultural and Linguistic Engagement

teamwork

In a recent episode of “Language is Your Superpower” podcast, guest Samí Haiman-Marrero and host Lisa March had a conversation about specializing in the Hispanic market and exploring multicultural marketing strategies. As President and CEO of URBANDER, Samí, along with her team, delivers culturally relevant and inclusive business strategies and programs that positively impact people of diverse backgrounds and language proficiencies. In 2020, they earned the Orlando Business Journal’s Diversity in Business “Helping Hand” Award for their caused-based work and its impact on underrepresented and underserved communities.

While the conversation was deeply rooted in growing a business with language and cultural proficiency, they pointed out that organizations which are culturally aware and exposed to diverse communities are better able to engage with their stakeholders more authentically. With regard to consumers, they shared three indicators to consider when determining whether your favorite companies are building bridges through the power of language and culture:

They know the demographic profile of the people where they live, work, and play

As the number of consumers of products, services, and multicultural experiences continues to grow, it is important to know that they have power in numbers and buying power. For example, according to the Center for American Progress, in 2018 the Latino segment of the U.S. consumer market reached over $1.6 trillion in buying power, Hispanics accounted for 50% of the net overall growth of new homeowners (2010 – 2020) and “about 50% of all racial and ethnic students want to start their business” (p. 2). With the upcoming U.S. majority-minority demographic shift, it is important to know the demographic profile of where you live, work, and play. Resources such as USA.com provide current data about the demographic make-up of states, counties, cities, etc.

You may be asking, “Why is this important?” As the demographics shift, keep an eye out for companies that are making a concerted effort to understand, engage with, and support communities that are diverse, underrepresented, and underserved. It is their social responsibility to support the very communities they are in and the diverse consumers that support their businesses.

They speak to the community in their preferred language

Are companies speaking to you in your preferred language? Granted, we all understand that English is the primary language used in the U.S. However, according to the World Economic Forum, in addition to English, the most common languages spoken in the world are Spanish, Cantonese, Mandarin, Vietnamese, Arabic, and French. For native speakers or individuals that are more comfortable speaking, reading, writing, or just communicating in these other languages, how well are companies engaging with them as consumers? Tell-tale signs of a company that is trying to reach out to diverse communities may entail language translation options on their website, signage or print material in dual languages, bilingual/multilingual team members within their organization, and more.

They look for multicultural talent

A company’s leadership and team should be reflective of the very communities they do business in and serve. Unfortunately, language diversity is often an area that is overlooked or not even considered. Are companies seeking to recruit multicultural and multilingual talent to join their leadership and teams? Having qualified people within organizations that not only look like, sound like, and culturally understand consumer needs, norms, and desires will go a long way. Multicultural team members can leverage their language proficiency by mapping it back to their roles, responsibilities, and the tasks that they hope to accomplish within the workplace.

Building bridges through the power of culture and language involves knowing the demographic make-up of your community, speaking the languages they prefer, and securing multicultural talent within the community and beyond. It is then that organizations can become more culturally aware and linguistically proficient as they engage with their consumers and stakeholders more effectively and authentically.

LTI offers language proficiency testing that can help boost your career as the demands of an increasingly diverse marketplace will surely require your linguistic skills. It will also better equip you to assess the intentions of companies with regards to diversity, equity, and inclusion and provide you with a tool to better serve your community.

To test your language proficiency, check out LTI today!

Source: https://www.cnbc.com/2020/06/11/companies-are-making-bold-promises-about-greater-diversity-theres-a-long-way-to-go.html