We asked experts how HR professionals can rethink language talent strategies after hiring, and how they can build inclusive language cultures.
Findings from DeepL's study of 2,500 UK professionals (including 500 business leaders) were published yesterday (15 July), revealing that foreign language proficiency is the second most sought-after skill when hiring.
However, once multilingual talent is hired, 41% of workers reported that speaking other languages is not encouraged at all in their workplace, despite 61% of leaders saying they always or often consider language capabilities when hiring new employees.
Speaking to HR magazine, Nina Zeilerbauer, co-founder of recruitment firm Madison Berkeley, said: “The study shows that those with language skills are often underutilised once someone is in-role.”
Zeilerbauer argued that “hiring language as a box-ticking exercise is a waste” and advised HR teams to explore how language capabilities can be embedded into client engagement strategies and deal-making.
“We’re seeing growing demand for professionals who can navigate cultural nuances and build relationships across markets,” she added.
Maarten van de Sande, head of global expansion at executive search firm Friisberg and Partners International, told HR magazine that “foreign language proficiency is more than a skill, it’s a strategic advantage”.
He said: “Candidates who can communicate across cultures help organisations expand internationally, strengthen client relationships and lead diverse teams with greater empathy and impact.”
Advita Patel, founder of internal communications and employee experience consultancy CommsRebel, advised HR magazine that “hiring for language skills is just the starting point”.
“The real opportunity comes from building a workplace that values both language and cultural intelligence,” Patel explained. “If HR genuinely wants to unlock diverse talent, we need to move beyond box-ticking and nurture truly inclusive language cultures.”
Patel recommended making translation tools and multilingual communications part of the norm, while encouraging teams to draw on cultural perspectives in projects, meetings and decision-making.
“By embracing both language and cultural intelligence, organisations won't just build greater belonging, but they'll be more innovative and better equipped to thrive in a global world,” she said.
DeepL commissioned Censuswide to poll 2,501 UK adults who work for firms with global staff where they speak different languages between offices/colleagues. The data was collected between 8 and 19 May 2025.
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