Opinion: Are language programs missing from your talent retention toolkit?

The needs of our workforce are drastically changing, and a movement is underway. Coming out of the pandemic and into the current economic climate, employees across industries are going beyond purpose and company perks, in need of something more tangible from their employer: new skills.

One of the biggest challenges for employers is to meet the varying needs of their employees, and to offer programs that can differentiate their company to potential employees in a competitive job market.

While required skills fall across a continuum, one of the foundational and critical workplace skills needed today is typically local language. Employers can stay ahead of the shifting career skills landscape by offering language programs—an important but often overlooked component of corporate skills training initiatives.

With almost 1 out of every 10 working-age adults in the United States reporting limited English language skills, it’s not hard to see how the lack of a shared language can be holding them back from advancing to higher-skilled and better-paying jobs. Language programs are no longer a nice-to-have—they’re a necessity for employers seeking to retain talent in a competitive market.

Supporting sustained growth

Language skills benefit employers; in fact, multilingualism, diverse worldviews, and cross-cultural competencies are linked to improved workplace communication and innovation and can ultimately drive the bottom line.

English proficiency helps employees grow personally and professionally, and is a critical asset for today’s global workforce. As corporations continue to scale globally and the workforce becomes more diverse, nine out of 10 employers rely on employees who can speak languages other than English.

And programs like language proficiency can be “bridge programs” that enable employees to participate in further development or career advancement programs after they finish the initial program, whether that’s following on with English language with higher education or participating in skills training that allows them to continue growing. These programs can kickstart career development in a way that drives upward career mobility for employees and organically develops talent for companies.

This is beneficial to both employees and employers, as a diverse workplace can drive efficiencies, break down cultural siloes, and foster a more collaborative culture. This is no trend, but rather, a new reality.

A new type of career development

Employees have varying needs and interests when it comes to skills training, and it is important for companies to offer programs that provide growth opportunities for everyone, regardless of where they are in their professional journey.

Given the globalized nature of our workforce, language is often listed as one of the top in-demand skills  for today’s work environment. And, outside the US, speaking a foreign language can boost employability and is linked to more job opportunities and higher salaries, according to data from the European Commission.

For employers, one takeaway is how these programs can support retention and drive career mobility. At Amazon, we offer English and local language proficiency programs through Career Choice. We work with more than 400 education partners to offer these certifications and programs, including EnGen, which provides career-aligned English upskilling courses in the US and Canada.

EnGen used their platform to survey 6,000 US workers about their participation in English as a Second Language (ESL) programs. The survey, which included hundreds of Amazon employees, found that 90% of Amazon employees who participated in the survey were more likely to remain with the company because ESL was offered as an employee benefit. And, we’ve seen internally that education, including language classes and skills training programs, improves retention and offers more opportunities for career growth for our frontline worker population.

Implementation to reach new talent pools

As the needs of the business and the expectations of potential employees change, so must the offerings and benefits that companies provide. To launch these programs, businesses can develop their own training programs, leverage third-party education partners, or both—depending on the need for training that is customized for an industry or certain types of roles.

Top of mind for business leaders are the financial implications of new programs or benefits. Before launching these programs, take time to build relationships with your internal and third-party partners. To better understand the cost implications, have open conversations about budget and what offerings are of most interest to your employee base.

For example, we offer pre-paid tuition for employees up to the tax-free amount in the US through Career Choice. Within that limit, eligible employees can take a year's worth of English classes, and add on additional services like private lessons or writing courses, and be within their yearly budget amount. Being able to offer follow-on courses, within the cost, was important to us as we built the program.

Career Choice has reached over 130,000 participants since the program launched over 10 years ago, and in the past year the language programs have been our fastest growing global offering within the program.

When ready to launch these programs, it’s important that any opportunities are communicated through a system that reaches your employee audience, and that the platform is easily accessible.

For example, we saw a significant increase in interest and participation when we introduced a navigation tool within our employee app—putting the ability to participate at employees’ fingertips. And eligible employees can participate in classes virtually or in-person, meaning they can participate whenever and wherever is most convenient for them. Our upskilling programs are just one example of the direct business investment necessary to prepare for tomorrow’s workforce. And it’s never too late to start.

As the type of work—and the ways we work—continue to evolve, companies must ensure that they are meeting the changing needs of an increasingly diverse and globalized workforce, and that employees have the resources they need to achieve professional and personal success through new training opportunities.