HR and Translation – Part 2: Corporate Translation and Language Learning

Human Resources plays a significant role in setting the cultural tone of a company. Employers have an obligation to provide a safe and effective workplace for employees. As part of that responsibility, they help address and eliminate language barriers at work. In the second part of this two-part series, we look at how translation and language learning benefit the company, the employee, and the broader economy.

Many businesses today operate globally. They interact with suppliers across countries, ship products internationally, and serve customers on multiple continents. To succeed at that level, companies need strong relationships that span many languages, and those relationships depend on clear communication.

Yet many organizations still have employees who lack the language skills to bridge communication gaps across borders. A language learning and translation strategy can address those gaps in ways that benefit the company, the employee, and the economy. Here's how each stakeholder is affected.

How translation and language learning benefit the company 

When employees can't communicate fluently in the company's primary language, managers often rely on workarounds. Bilingual coworkers get pulled away from their own tasks to translate. Supervisors use hand gestures or free translation apps to get by. Some companies hire bilingual managers, while others provide foreign language training for supervisors. These are all common responses, but they're reactive. A proactive language strategy led by HR addresses the root problem.

Making critical documents available in every employee's native language is a good starting point. When everyone can read and understand company policies, safety procedures, and benefits information, the playing field is more level.

Beyond translation, addressing language barriers has measurable business benefits:

• Improved productivity. Research shows that bilingual employees spend an average of four hours per week translating for colleagues, costing businesses roughly $7,500 per year per bilingual worker in misallocated labor. Reducing that burden through professional translation and AI translation tools frees employees to focus on the work they were hired to do.
• Stronger employee retention. Language barriers contribute to higher turnover, and replacing an employee can cost 50% to 75% of their annual salary. When employees can communicate comfortably with coworkers and managers, they're more likely to stay. Language training also signals that the company is investing in them, which increases engagement.
• Safer workplaces. OSHA estimates that language barriers contribute to 25% of workplace accidents. When safety information reaches every employee in a language they understand, including through tools like AI speech translators for live briefings, incident rates drop.

Once language barriers within the company are addressed, a language learning strategy can support global expansion. Foreign language skills help employees understand customers in new markets, navigate cultural differences in negotiations, and build trust with international partners.

How translation and language learning benefit the employee 

Translation and language learning also directly benefit employees.

Translating critical documents and communications for non-native speakers ensures that all employees have access to the same information. When a company invests in making its materials available in multiple languages, employees feel valued and included. Job satisfaction is typically higher in organizations where employees feel the company cares about their ability to understand and participate.

Language learning programs take that investment further. Employees who improve their language skills gain confidence, qualify for promotions, and open up new career paths. The increased proficiency that comes from language training directly supports upward mobility within a company or in new opportunities elsewhere.

Programs that promote professional and personal growth also improve morale across the organization. An environment that supports learning creates a more engaged, productive culture. If language learning is something employees want, offering those programs shows the company is paying attention.

The cost of language programs varies, but the key to success is customizing the program to employees' needs and making participation voluntary. Looking back at Part 1 of this series, McDonald's "English Under the Arches" program is a good example. The voluntary program has produced more than 8,300 graduates, improved retention, and helped employees gain confidence inside and outside the workplace.

How translation and language learning benefit the economy 

Most American businesses consider English to be the international language of business. That assumption leads many companies to believe that learning another language isn't worth the investment.

The data suggests otherwise. According to a Forbes Insights survey, 65% of large U.S. companies face language barriers that contribute to inefficiency, poor collaboration, and lost productivity. And 64% of executives have reported that language misunderstandings have stalled international business deals.

The U.S. is also significantly more monolingual than many of its trading partners. More than half of Europeans speak at least two languages, compared to fewer than one in four Americans. That gap puts American companies at a disadvantage when competing for international business.

Selling goods and services in foreign markets requires cultural knowledge, which depends on translation and interpretation. These exchanges drive economic growth by helping businesses expand internationally and creating jobs across the language services industry. With the global language services market valued in the tens of billions and growing steadily, the economic case for investing in translation and language learning is clear.

Where to start 

A language strategy benefits everyone: the company saves money and reduces risk, employees gain skills and confidence, and the broader economy grows when businesses can compete internationally.

If your organization hasn't formalized a language strategy yet, start by identifying where language barriers are causing the most friction. Translate your highest-stakes documents first. Explore AI tools for everyday communication. And consider piloting a voluntary language learning program to see how your team responds.

For more on how HR can lead a language strategy from the ground up, read Part 1 of this series: "HR and Translation: Eliminating Language Barriers at Work."