One of the biggest challenges in a non-native language environment is the feeling of not being able to fully express ourselves. In multilingual workplaces, language barriers can cause not only professional misunderstandings but also social disconnection. So, how can we create inclusive communication in a linguistically diverse environment?
In workplaces where employees of various nationalities and native languages work together, diversity brings great advantages—but it can also pose serious internal communication challenges. Whether an organization chooses a dominant language (e.g., unified English communication) or offers content in multiple languages on internal platforms, the goal remains the same: to effectively engage all employees.
Language differences don’t just make it harder to share information; they can lead to isolation, lack of confidence, feelings of exclusion, increased mistakes, and decreased engagement.
In a multilingual workforce, misunderstandings are almost inevitable, and they can lead to operational issues. These misunderstandings often stem from limited language skills: for example, not all colleagues speak the main company language at the same level, rules or requests can be misinterpreted, important information may be missed, or a message might simply be understood differently by people with different linguistic backgrounds. This can pose serious risks, especially in safety protocols and workplace regulations.
Few things are worse than feeling like an outsider at work. Language barriers can cause frustration and distance. It’s uncomfortable to miss out on inside jokes, shared references, or feel unable to contribute your own personality to the community. (Think about how tricky humor and language associations can be—what works in one language may not translate well. Yet humor and shared language are key social connectors.)
This deepens the distance between individuals and the community, and even between individuals and the company identity or culture. Connection and engagement are lost, all due to language difficulties.
The most straightforward approach is to make internal communication content and company news available in multiple languages on the internal platform. Use simple, clear language. Avoid complex sentence structures, unfamiliar expressions, and overly stylized language—they can hinder understanding.
It’s no coincidence that public transportation, assembly guides, and public spaces widely use pictograms—they’re easily understood, regardless of language. Similarly, visual elements like images, infographics, and pictograms in workplace regulations or safety materials help all employees clearly understand key information. These visual aids work both alongside text and on their own.
A few years ago, Khaby Lame became a global social media sensation with hundreds of millions of followers practically overnight. His short, humorous, universally understandable videos used no text—just simple gestures. They were language-independent and relatable across cultures. Essentially, he reinvented silent film for the 21st century—and it still works.
Workplaces can also leverage non-verbal communication. Visuals, icons, diagrams, and especially video content are powerful tools to enrich internal communication. These formats can convey more complex messages in a language-independent way—using movement, sound, and gestures.
This also applies to TikTok-style short videos, where text or captions often play a secondary, supportive role to aid understanding. On the other hand, for leadership announcements or evaluations, it’s advisable to include multilingual subtitles or auto-translation.
Language differences should be seen as an opportunity and even a competitive advantage, not a drawback. Language buddy programs (e.g., pairing colleagues with different native languages), cultural sensitivity training (e.g., learning about customs, values, and inclusive practices), and language-themed quizzes or events can all strengthen community and company culture. Most importantly, personal stories create strong connections.
Smooth onboarding happens when employees not only receive information and understand tasks but also feel empowered to express themselves within the community. Personal stories, humor, empathy, openness, and conscious, supportive internal communication can all contribute to achieving this.
With the multilingual features of the Blue Colibri App, companies can build a truly inclusive digital communication system. Users can choose their preferred language, and receive news, educational materials, and notifications in that language. Content can be supported by icons, infographics, and illustrated explanations. Language-specific onboarding materials (e.g., “a day in our workplace” in video or text format) make it easier for new hires to integrate. Companies can also create localized knowledge content about internal rules, cultural norms, and commonly used expressions—supporting both understanding and a sense of belonging.
