DRAFT LANGUAGE TO BE EDITED:In today's globalized world, workplaces like UT Southwestern are celebrating diversity by employing individuals from various cultural and linguistic backgrounds. While linguistic diversity brings numerous benefits, it also poses challenges for managers and supervisors responsible for ensuring effective communication and collaboration among employees.

A common question the Division of Equal Opportunity receives concerns a manager's ability to mandate a specific language within a department. Although managers may have good intentions, such requirements may create an unwelcoming environment and potentially violate UTSW policy. So, how can managers promote effective communication and collaboration while respecting language diversity? Let's explore this together.

To begin, it's essential to understand UT Southwestern's specific policy related to language and communication in the workplace, particularly concerning restrictive language policies. UT Southwestern's Equal Opportunity policy, ETH-151, fosters a fair and inclusive work environment by prohibiting discrimination based on protected classes, including national origin. National origin covers not only an individual's birthplace or ancestry but also related characteristics such as culture, language, and accent. As managers and supervisors, you are responsible for preventing hostile or discriminatory work environments based on national origin. Restrictive language policies, like English-Only rules, may violate ETH-151 if they disproportionately affect employees of a certain national origin or create a hostile work environment. Therefore, it's crucial to consult the Division of Equal Opportunity for guidance before implementing any policy restricting language use.

Under ETH-151, there are situations where restrictive language policies might be permissible. However, these exceptions must be (1) narrowly defined and (2) based on legitimate business needs. Examples include safety concerns, patient care, and team collaboration. Departments should carefully evaluate the potential impact of such policies and explore alternatives that accommodate all employees' needs and preferences.

Let's examine a scenario. [....]

Some departments contend they adopt language-restrictive policies in order to improve interpersonal relationships between employees. If coworkers or customers are concerned about exposure to languages they do not understand, or about gossip in these languages, one approach is to address these concerns on an individualized basis without resorting to language-restrictive policies. A language-restrictive policy that has a disparate impact on a particular group cannot be justified if an employer can effectively promote safe and efficient business operations through a policy that does not disproportionately harm protected national origin groups.

As UT Southwestern managers and supervisors, carefully consider the potential impact of restrictive language policies and consult the Division of Equal Opportunity before implementation. Strive to create an inclusive work environment that values diversity and respects all employees, regardless of language abilities. Report language policy concerns or issues to the Division of Equal Opportunity for guidance and support.

Together, let's create an inclusive work environment that values diversity and promotes respect for all employees.