Linguistic diversity is an essential segment in the uniqueness

of community’s identity, which stimulate and support new
ways of thinking, exchange, creativity and innovation. It does
to only apply to how different words are spoken in different
languages as when English 'dog' shows up in Spanish as
perro or in Japanese as inu , but language diversity comes
into play with different pronunciation, vocabulary and
grammar which stimulates from different cultural
background.
India is a wholly diversified multilingual country with 22
languages being officially recognised. English and Hindi are
the two most common languages used by the central
government, given no one language as the official status of
national language of India.
The composition of the workforce has grown increasingly
more diverse ethnically and with that language diversity has
become an unavoidable concept. Thereby impeding safety,
efficiency, harmony, productivity, and possibly alienate a
customer base. Certain employers as a result believe there is
a need to adopt English-only policies to combat what they
feel is too much diversity in language at the workplace.
Moreover, the more culturally diverse the country and the
workforce become, the more important, it is often asserted,
will it be to have a common language. As such, certain
employers have adopted restrictive language policies
prohibiting their workers from speaking Tamil, Kannad,
Marathi, Punjabi as well as other languages other than
English and Hindi. Employers contend these policies are
necessary because speaking a language not understood by
customers or fellow employees is inefficient and
unproductive as well as perceived as rude and insensitive.
Safety concerns are another often-cited reason for English-
only rules, for example, in a hospital emergency room or
operating room setting, in an oil refinery or on an oil rig, or
on a production line, where clear, quick, and understandable
communication is critical. It is equally difficult to manage
someone with whom one cannot communicate due to
language barrier. For example some poor performing
employees use the language barrier to their advantage to

must be careful that they do not get caught in a legal and ethical language squeeze between conflicting stakeholder demands. discrimination can occur based on the language a person speaks. Employers. Socialization processes too. However understanding the linguistic talents of Indians will give you a lot more respect for their abilities and make you less likely to correct any inconsequential errors you notice. in particular the rights of people who only speak their native language in the workplace and the rights of other people who do not speak native language or whose primary language is not the native one. you should insist on the team using English and not Tamil for the sake of those who will feel uncomfortable and left out. as a result. For example. and practical issue of language in the workplace. reducing the input of other socially exclusive group. It is important to recognize that when you work with a group of Indians. you should insist on people using a language that is universally known and most comfortable. If one is careful enough to respect the linguistic differences. therefore. Rather than being a true barrier. The rapidly changing demographics of the population and the workforce brought about by high levels of immigration. the employee tries to manipulate the manager by claiming a failure to communicate Most Indians that you will do business with speak English at a high level. In such situation one group tends to dominate the other. In light of . particularly concerning English only and English fluency rules. if you are in Chennai with a group of familiars and a few northerners mixed in. combined with the needs of employers to conduct their businesses in a diverse and global environment.avoid having to change their behaviour. it will build a lot of relational capital. are language dependent. A person’s ‘mother-tongue’ is a very special and intimate part of their being. ethical. will force many employers to confront the highly contentious and challenging legal. such as building of trust and relationships among team members.

employment and management as employers’ increasingly aggressive recruitment of bilingual employees. a business manager may then ponder how to avoid running afoul of language discrimination lawsuits.this backdrop of increasing diversity in workforce. Thus the English-only rule is becoming a common feature of workplace culture. .