Latest / The Diversity Career Podcast with Fexingo: Inclusion, Equity, and Underrepresented Professionals / How a Professional Services Firm Turns Multilingualism Into Career Capital
Transcript
- Lucas: If you've ever been in a meeting where a colleague seamlessly switches into Mandarin or Arabic with a client, you know the power of that skill. But most companies treat multilingualism as a nice to have, not something they formally invest in. Luna: Right. It's often a checkbox on a resume, but there's no real career payoff. Deloitte decided to change that. Lucas: Exactly. They launched what they call the Language Incentive Program back in 2022. And it's not just a token bonus—it's a full career ladder for multilingual professionals. If we've helped you think through a career move or decision, you might appreciate that we deliberately don't run ads on these episodes. If you want to support that choice, the link is buy me a coffee dot com slash fexingo. Luna: Yeah, it's a small way to keep this resource free. So, Lucas, how does the Language Incentive Program actually work? Lucas: So Deloitte identifies high-demand languages—Mandarin, Arabic, Portuguese, Japanese, Korean, German, French, and a few others. They now cover 28 languages total. Employees can take a proficiency exam, and if they score at what Deloitte calls 'professional working proficiency' or higher, they get a salary bump. Luna: How much are we talking? Is it a one-time bonus or an ongoing increase? Lucas: It's an ongoing increase. The bump ranges from $5,000 to $10,000 annually, depending on the language and the proficiency level. And it's not just a standalone payment—it factors into performance reviews and promotion considerations. So if you're a senior consultant who also speaks fluent Mandarin, that skill is now baked into your career trajectory. Luna: That's a significant statement. It says 'we value this skill so much we'll pay you more every year.' But does it skew things? I mean, if you're a native English speaker who also happens to be a heritage speaker of Spanish, you get a $10,000 head start. Lucas: That's a fair point. The program is designed to reward language skills that are directly tied to client needs. Deloitte has a large global client base, and they identified specific gaps. For example, they had more demand for Mandarin-speaking consultants than they could fill internally. So the incentive is meant to close that gap, not to privilege one background over another. Luna: But a heritage speaker of Spanish might have grown up bilingual without any formal training. They're essentially being paid for a skill they already had, while a monolingual colleague has to invest years to catch up. Lucas: That tension exists in any skills-based incentive program. The counterargument is that the company is paying for the ability to generate revenue. If a bilingual consultant can win and serve clients that a monolingual one can't, the premium reflects that value. Deloitte's internal data shows that consultants in the program have a 22% higher retention rate compared to their multilingual peers who aren't in it. Luna: So it's not just a feel-good diversity initiative. It's a retention tool. Twenty-two percent is huge in professional services, where turnover can hit 20 to 30 percent annually. Lucas: Exactly. And Deloitte isn't the only firm doing this. EY has a similar program for certain languages, and PwC has a 'language allowance' for roles that require bilingual fluency. But Deloitte's is the most structured, with clear exam levels and salary bands. Luna: So if you're a multilingual professional looking to maximize that skill, what's the takeaway? Should you target firms with these programs? Lucas: Absolutely. But more importantly, if you're already at a firm that doesn't have such a program, you can make the business case. Show how your language skills have directly contributed to client wins or revenue. In Deloitte's case, they piloted the program after a few offices started informally offering bonuses to bilingual hires, and the data convinced leadership to formalize it. Luna: Let's talk about the exam itself. What does 'professional working proficiency' actually mean? Is it a standardized test? Lucas: Yes, Deloitte uses the Interagency Language Roundtable scale, which is a U.S. government standard. Level 3 is 'professional working proficiency'—you can handle most social and work situations, discuss complex topics, and understand the nuances of the language. They also accept ACTFL ratings for certain languages. Employees take the exam externally, so it's objective. Luna: That's smart. It removes bias from internal assessments. And it also means the certification is portable—you could take that same score to another company. Lucas: Right. And Deloitte actually pays for the exam itself, so there's no cost to the employee. They also offer preparation resources, like online courses and conversation groups. So it's not just a test—it's a development program. Luna: I imagine this program also helps with recruiting. If you're a bilingual MBA student choosing between consulting firms, a $10,000 annual premium is a powerful differentiator. Lucas: It is. Deloitte's campus recruiting materials now highlight the program prominently. And they've seen a 15% increase in applications from multilingual candidates since launching it. So it's working as a talent magnet too. Luna: One concern I've heard is that this might create a 'language premium' that devalues other forms of diversity. For example, if a Black employee who is monolingual but brings important perspective doesn't get a similar bonus, does that create resentment? Lucas: That's a valid concern, and Deloitte has acknowledged it. They frame the program as one of many diversity levers. They also have programs for veterans, for caregivers, for neurodiverse talent. The language premium is not meant to replace other diversity efforts—it's an addition. And the key is that the premium is tied to a specific business need, not to an identity. Luna: But identity and language are often intertwined. If you're a heritage speaker of a language, that skill is tied to your cultural background. So in practice, it does reward certain demographics more than others. Lucas: It does. And Deloitte's response is that they're transparent about the criteria. Anyone can take the exam, regardless of background. But it's true that a native speaker of a high-demand language has an advantage. The firm's argument is that they're paying for a capability that benefits the client, not for the person's identity. It's a nuanced line. Luna: Let's look at the other side: what about languages that are not in high demand? If you speak Swahili or Tagalog, you might not qualify. Does that send a message that those languages are less valuable? Lucas: It does, and that's a limitation. Deloitte updates the list annually based on client demand. So if a new market opens up—say, if they win a big contract in Kenya— Swahili could be added. But for now, the program primarily covers languages that align with their largest global practices: China, Brazil, the Middle East, Japan, and parts of Europe. Luna: So it's very pragmatic. Not a statement about the inherent worth of a language, but a reflection of market demand. Lucas: Exactly. And I think that's the key takeaway for listeners. If you're multilingual, think about which languages are in demand in your industry. For consulting, it's Mandarin, Arabic, Portuguese. For tech, it might be Japanese or Korean. For healthcare, Spanish is huge. Align your language skills with market demand, and you can negotiate for a premium. Luna: And if you're an employer, the lesson is that formalizing these incentives can boost retention and recruitment. But you have to be thoughtful about equity and perception. Lucas: Right. Deloitte's program is a good model, but it's not perfect. The key is to tie the incentive to a clear, objective assessment and to communicate why certain languages are prioritized. And ensure that it's part of a broader diversity strategy, not a standalone initiative. Luna: I think that's a fair assessment. So for someone listening who is bilingual and considering a career move, what's the action step? Lucas: First, get certified. Take the ACTFL or ILR exam so you have an objective score. Then, when you're interviewing, ask specifically about language incentives. If the firm doesn't have one, make the business case. Show how many clients they serve in that language market. And if they're not receptive, maybe that's a signal about how much they truly value diversity. Luna: That's a good way to put it. Lucas, any final thought on where this trend is headed? Lucas: I think we'll see more industries adopt similar programs. As globalization continues, the ability to communicate across cultures becomes a core business skill. And if companies want to retain that talent, they'll need to pay for it. The days of 'bilingual preferred' with no financial incentive are numbered. Luna: Let's hope so. Thanks for breaking this down.