Language as a source of otherness

Abstract

Language is now firmly on the research agenda for international business and management. However, although attention is now being given to the effects of language on social interactions, rather than purely focusing on language as a matter of strategic priority, there is relatively little known about how language contributes to Othering processes in which employees experience marginalisation and exclusion as a result of evaluations of their linguistic competences. This conceptual paper highlights a number of ways in which linguistic evaluations drive such processes, and particularly draws on postcolonial perspectives in order to explore language as a tool of marginalisation and oppression. We demonstrate that language is closely tied to ideological constructions of the ideal worker, and highlight that English-language competence in particular, is often positioned as an essential skill for managerial roles, which can lead to exclusion of those who do not confirm to this expectation. Additionally, we draw on research which explores language as a key component of social identity, and thus an important factor in the construction of in-groups and out-groups within the workplace, in order to demonstrate not only the influence of context on the salience of language as a marker of identity, but also how language intersects with other identity characteristics in processes of exclusion. We conclude by demonstrating the possibilities to resist Othering in order to create more inclusive workplace environments.

Investigating otherness, not difference: Should saming and othering be the focus of the discipline? Implications for a contemporary cross-cultural management studies

“…Being characterized by similarly paradoxical dynamics, language is one of the sources from which Otherness emerges – but also the means by which it may be overcome. As the article by Wilmot et al (2024) highlights, English language proficiency is closely intertwined with ideological constructions of the ideal global worker, namely those who are competent in the language. This then excludes alternative social identities and creates problematic in-group and out-group relations.…”

“…Seemingly innocent mechanisms and overtly blatant exclusion processes are equally relevant to investigate, and the analysis contributes to our current knowledge. The shift in focus of the discipline has already happened, and we propose that researchers should continue going the hard way to examine intercultural situations involving ‘Othering’ and ‘Saming’ and be bold enough to search for explanations which are not necessarily obvious, such as: What people create together instead of focusing on ‘inherited’ differences (Chevrier, 2024); accept more conflict for a positive cross-cultural management (Mahadevan, 2024); include alternative social identities, even at the price of problematic in-group and out-group relations (Wilmot et al, 2024); raise further awareness of intersectionality in intercultural awareness training at work (Carrim et al, 2024); and investigate the global landscape in terms of human right violations (Ascencio et al, 2024), just to name those research directions which were selected for this special issue. Certainly, others will follow on this path in order to increase and maintain the relevance of a contemporary cross-cultural management studies, with Otherness as its central focus.…”