Employment - Multilingual Connections

Top Bilingual Careers

February 1, 2013 By bridget

Bilingual and multilingual people are fortunate to have a natural skill that sets them apart in the workforce. Whether for translating purposes, or reaching markets that span multiple languages, the ability to speak more than one language fluently opens the door to a list of in-demand careers.

If you are bilingual but don’t have a certain career path in mind, consider what type of worker you are.

Do you prefer working with large groups of people, limited numbers of people or alone?
Do you need a rigid schedule or can you work your own hours?
Do you thrive in a business setting?
Do you work better in the same office or classroom every day, or can you perform equally well in a changing setting?
Are you a good writer in your native language?
Can you travel?
What jobs have you held in the past?

Once you answer questions like these (this is a very basic list), you’ll start to determine the skills that can point you toward the right type of bilingual job, besides fluency in multiple languages.

Language school teachers often enjoy interacting in groups, and can maintain a semi-routine schedule. Bilingual people with strong writing skills and high levels of concentration and organization, who can work on their own, can thrive in the written translation setting. Fluent speakers who don’t mind a varied work setting, and enjoy small groups of people, might make a good interpreter.

The worst thing you can do is pursue a bilingual career just because you speak the requisite languages, when your skills and personality would normally send you in a different direction. Be realistic about the day-to-day job expectations.

Certainly, teaching, translating and interpreting are some of the most well-known bilingual careers. But multilingual skills can be an asset to any career, particularly in business. According to The Bilingual Job Fair, a web resource that connects bilingual people with jobs and businesses, the fastest growing bilingual careers are:

1) Bilingual Interpreters & Translators
2) Bilingual Nurses and Bilingual Medical staff
3) Bilingual Marketing Director
4) Bilingual Teachers
5) Bilingual Human Resources staff

Almost any career favors bilingualism these days – from web design to management, government, manufacturing, hospitality, non-profit, administration, child care and beyond – since many businesses operate across multiple countries, or their target market spans multiple cultures and languages.

The best advice we can give is to specialize in industries with which you connect. Interested in law and justice, but didn’t go to law school? A career in legal translation could be a good fit (just remember, being bilingual isn’t enough to become a translator; proper training is required!). Have a background in non-profit or community building? Bilingual social workers are in huge demand.

For instance, at Multilingual Connections, we only work with translators that specialize in the particular industry for which they are translating. We wouldn’t assign a translator who specializes in medical translation to work on translations for a mass retailer. That consideration is how a translation agency can be the best possible resource to its clients. Besides, when you are connected to your industry, you might find you enjoy the work more.

Finally, if you’re looking for employment as a translator, contact us! Or, take the very first steps on your bilingual career path by taking language classes at our language school Multilingual Chicago.

Filed Under: Business, Employment, Global business

Creating a safe work environment for Hispanic employees

May 24, 2011 By jillkbishop

Last week I presented a session at the 69th Annual Wisconsin Safety & Health Conference. In the US, there are approximately 50 million Latinos – one in six Americans (and 1 in 4 children!) – and the Hispanic population accounts for over half of US population growth in the last decade. I shared some eye-opening statistics, such as the following:

14 people die every day at work.
The workplace fatality rate among Latinos is 13.5% higher than for US workers overall.
Of the 11,303 Latino workers who died from work-related injuries from 2003-2006, 34% worked in construction.

Why is the fatality rate so much higher among Latinos? For starters, Latino immigrants work in high-risk jobs, such as construction, at a higher rate than the general population. Then there’s the language barrier. Approximately 65% of low-wage immigrant workers are Limited English Proficient (LEP), and not surprisingly, OSHA estimates that over a quarter of workplace injuries are attributable to the language barrier.

But it’s not just language; it’s culture, too. Among Latino immigrants, safety is often viewed through a different lens. Back home, there are far fewer government inspections of work sites, and in the event of a violation, a bribe often makes it go away. Workers may be required to risk their safety, as workers are often perceived is dispensable. Is this in every work site? Of course not. But it’s not uncommon.

In the US, these workers often fear that a complaint about unsafe work conditions or a request for personal protective equipment would cause them to lose their job. And what about reporting workplace injuries? There is the same concern. Moreover, for undocumented workers, a fear of deportation frequently serves as further motivation to quietly self-treat injuries that should be reported and treated. There’s also the perception that safety regulations exist to protect American-born workers, who aren’t as “tough,” as well as the perception that the government doesn’t truly care about immigrant workers and their well-being.

So what can you do to improve the safety of your workplace? Some suggestions:

Ensure that safety materials are reader-friendly and translated into the language(s) of your workforce. But that’s not enough: lower levels of literacy mean that you need to be sure to then train people – in their language – to ensure that these procedures and policies are understood. This can be done by hiring an interpreter or by using a bilingual supervisor.
Consider offering job-specific English as a Second Language training. This will help improve safety, productivity and engagement, and it will also help increase your pool of internal promotion candidates.
Consider offering job-specific Spanish training (as well as other languages of your workplace). With a focus on safety expressions and other key vocabulary, your managers will significantly increase their communication skills while at the same time developing your employees’ trust.

Workplace safety is too important to cut corners. Don’t let things get lost in translation!

-Jill Kushner Bishop, PhD

Filed Under: Employment, English in the Workplace, Immigrant workforce, Latino Culture, Safety, Spanish in the Workplace, Workplace diversity

Learning the Language : Targeting the Market Means Getting Comfortable with Spanish

December 10, 2010 By admin

With more than 45 million Latinos in the United States and the Bureau of Labor Statistics forecasting the ethnic group to account for 30% of the population by 2050, Latinos are now the fastest-growing segment of the population. Restaurants are now targeting the Latino population with Spanish-language signage, marketing campaigns, translated menus and other strategies.

Filed Under: Business, Cultural competency, Employment, Spanish in the Workplace, Workplace diversity

How are immigration crackdowns affecting the restaurant industry?

September 20, 2010 By admin

Immigration reform is one the most controversial political topics today. Let’s face it: any decision made related to immigration crackdowns are going to affect our workforce, where many sectors are based on cheap, unskilled labor that immigrants provide. For better or for worse, how will these crackdowns affect the U.S. workforce?

The New York Times uses Michel Malecot as an example, who is the owner of a small French restaurant in San Diego. He was charged and indicted with charges of employing 12 illegal immigrants. If found guilty, he faces the forfeiture of his restaurant and up to $4 million in fines.

The Obama administration has been getting tough on immigration enforcement laws, which were once considered lax. This year federal employees expect to announce a record number of investigation and fines.

Taking a look at the restaurant industry, 1.4 million workers, both legal and illegal, are foreign-born. “According to 2008 estimates from the Pew Hispanic Center, about 20 percent of the nearly 2.6 million chefs, head cooks and cooks are illegal immigrants. Among the 360,000 dishwashers, 28 percent are undocumented, according to the estimates.”

While hiring illegal immigrants may be industry standard, the crackdowns are welcomed from many immigrant rights supporters, who see that illegal immigrants are underpaid and also afraid of complaining to their employers.

It can be complicated business for everyone involved. Employers don’t want the burden of policing their employees when they provide what appears to be legal paperwork, and even electronic verification systems have incorrect information that could turn away eligible workers. Many employers are now petitioning for immigration reform that makes it easier for undocumented workers to gain legal status.

Read the full NYTimes article here.

Filed Under: Business, Employment, Immigrant workforce, Immigration in the US, Politics, Workplace diversity

Koreans and Hispanics in Chicago learn to co-exist

June 2, 2010 By admin

Many Korean immigrants have recently found themselves in the Korean American Resource and Cultural Center taking classes in—what else?—Spanish. People like Sue Choe, who owns a laundromat in Koreatown, see many reasons to learn the language that many of her customers speak.

Aware of an ugly history between Korean-Americans and African-Americans–one that erupted into violence in some cities in the 1990s–Korean business owners are trying to soothe mutual suspicions with Spanish-speaking workers and customers. The effort is mostly born of an increasingly interdependent employer-employee relationship.

It is just one of the ways in which new waves of immigration and intermigration between neighborhoods is fast changing the city, mixing new combinations of ethnic groups together and forcing them to search for ways to coexist as so many previous generations of immigrants did.

Beginning a community dialogue is important, especially recalling the 1992 race riots in Los Angeles. It’s also important because Koreans and Hispanics don’t just live in the same communities, they work together too. Hispanics have become the primary labor pool for Korean business owners, and cultural differences have erupted in the workplace.

Latino workers, many earning less than the minimum wage, complain that their Korean bosses neglect to pay overtime and are often callous about days off or job-related injuries.

In turn Korean owners, at times unfamiliar with U.S. labor laws, see ingratitude and disloyalty in their employees’ complaints. They argue that their up-from-the-ground businesses are a team effort that also has the owners working long hours.

Disputes have hurt both sides. Learning to understand the cultures around you (and their languages) is a great start. Read the full Chicago Tribune article about this issue here.

Want to learn the languages spoken in your neighborhood? Visit MultilingualChicago.com to learn about language classes and workshops in your area!

Filed Under: Business, Chicago, Cultural competency, Demographics, Education, Employment, Immigrant workforce, Spanish in the Workplace, Workplace diversity

Survey of Chicago restaurants finds widespread segregation in staff

March 9, 2010 By admin

A labor group surveyed restaurants in Chicago and found significant segregation between front-of-house workers (waiters, hosts) and back-of-house staff (busboys, dishwashers). The study “found that nearly 80 percent of whites work in the front, nearly two-thirds of Latinos in the back.”

To those of us who have worked in the restaurant business this doesn’t seem like news at all – the discrimination is all too prevalent. Common all over Chicago’s pubs and steakhouses, we see that “taking the order or seating the clients is the girl next door or a suave older man, most likely white, while a cadre of young Mexican men construct the meal behind the scenes.”

Taking the issue to task, the Restaurant Opportunities Center of Chicago teamed with the Working Hands Legal Clinic to file a federal lawsuit against one Andersonville eatery, claiming that the establishment mistreated its kitchen staff. McCormick and Schmicks’ chain just settled a $1.1 claim from black employees who said they weren’t considered for hosts and servers.

But in the restaurants’ defense, aren’t they hiring based on a special skill set required for that position, not based on race? For example, knowledge of food and wine pairings or simply communicating a food order in English.

I would argue that while restaurants don’t always discriminate blatantly, they rarely train or promote their current back-of-house staff. Wouldn’t a restaurant get better long-term results from a staffer with a long employment history at the restaurant, happy to be promoted, than a new hire? Busboy to server would be the perfect transition, for example.

To read the full report in the Chicago Tribune, click here.

Filed Under: Business, Chicago, Employment, Immigrant workforce, Workplace diversity

Pay gap separates Latinos

January 19, 2010 By admin

While Latinos make up more than a third of the Texan workforce, they earn 35% less than their white counterparts, reports the Texan Tribune.

On average, they earn about $11.50 per hour, compared to $17.90 for non-Hispanic whites. The gap is larger here than in the rest of the country: Outside of Texas, Latinos earn $12.42, while their Anglo counterparts earn about $17.55.

Regardless of skill, Latinos were responsible for most of the expansion in the state’s labor pool since the mid-1990s and have been a boon to the state’s economy. “The Latino population’s increase transformed Texas’ labor force and led to faster economic growth,” the report says. “Latinos accounted for 76 percent of the state’s labor force growth between 1994 and 2008.”

One factor that may account for the discrepancy is the education gap. 40% of Latinos age 25 or older didn’t graduate from high school, compared to 5% of whites. However, some educators say that cultural and economic factors often trump the importance of going to school; the responsibility to take care of one’s family has an impact on dropout rates.

Read more about the Latino pay gap here, in the Texan Tribune.

Filed Under: Demographics, Employment, Immigrant workforce, Workplace diversity

Huge racial gap in unemployment

December 7, 2009 By admin

NYTimes The NYTimes article “In Job Hunt, College Degree Can’t Close Racial Gap” was a most-emailed article last week. We’ve written about this issue before — job applicants with ethnic-sounding names are having a harder time getting interviews and jobs than their white counterparts, despite being equally qualified.

With the job market in a crunch, applicants are doing everything they can to gain an edge over their competitors. But when highly-qualified African-Americans are changing the way their names appear on their résumés just to get a call back, its obvious that they are facing a more devastating disadvantage.

Johnny R. Williams, 30, would appear to be an unlikely person to have to fret about the impact of race on his job search, with companies like JPMorgan Chase and an M.B.A. from the University of Chicago on his résumé.

But after graduating from business school last year and not having much success garnering interviews, he decided to retool his résumé, scrubbing it of any details that might tip off his skin color. His membership, for instance, in the African-American business students association? Deleted.

Another applicant interviewed uses the name Barry J. Sykes instead of the full Barry Jabbar Sykes, even though he’s always gone by Jabbar.

Although discrimination is rarely overt, interviewees report surprised faces on interviewers once they do get their feet in the door, with waned interest after the interviewers see the applicant is not white. Surprisingly, education, which would seem to level the playing field between whites and blacks, has made it more difficult for black job applicants. The unemployment rate for black male applicants with college degrees is twice that of their white peers.

Read the full article and interpretation here.

Filed Under: Demographics, Education, Employment, Workplace diversity

Hotel owner makes Hispanic employees ‘shorten’ Spanish names

October 12, 2009 By admin

A hotel owner in Taos, Texas recently asked that all his Hispanic employees “shorten” their names to something a little more “American.” According to an article posted by Asylum, the new boss mandated the following upon his takeover:

1. No speaking Spanish in front of the boss.
2. Everyone’s fired and has to re-apply for their jobs.
3. It’s “strongly suggested” that employees shorten their long, silly Spanish names. (“Who has the time to say ‘Marcos?’ Why not Mark or Bill?” That’s actually a real example.)

Roberto Ruiz of the San Antonio Public Policy Examiner sees this as a strong case against America’s declaration as of late that we live in a “post-racial” society. He also points out that Hispanics make up the majority population in Taos.

It usually comes as a surprise to people when I mention that our republic does not have an “official language.” Wisely, this nation’s founders decided not to declare an official language, their reasons included “a belief in tolerance for linguistic diversity within the population, the economic and social value of foreign language knowledge and citizenry, and a desire not to restrict the linguistic and cultural freedom of those living in the new country.”

In a previous blog post, “What’s in a Hispanic name,” we’ve looked at the Hispanic naming system and how it is often confused in the United States, resulting in a loss of culture and identity for many Hispanic Americans (click here to go to the post).

Read Ruiz’s full column here.

Filed Under: Cultural competency, Demographics, Employment, Immigrant workforce, Immigration in the US, Latino Culture, Spanish in the Workplace, Workplace diversity

Low-wage workers routinely cheated

September 8, 2009 By admin

NYTimes Low-wage workers are consistently denied proper payment—some paid less than minimum wage, and some not compensated for overtime—a new study found. 68% of workers interviewed in New York, Los Angeles and Chicago reported a pay-related violation in the previous week.

The New York Times reports that the study’s authors were surprised by the prevalence of the violation.

“The conventional wisdom has been that to the extent there were violations, it was confined to a few rogue employers or to especially disadvantaged workers, like undocumented immigrants,” said Nik Theodore, an author of the study and a professor of urban planning and policy at the University of Illinois, Chicago. “What our study shows is that this is a widespread phenomenon across the low-wage labor market in the United States.”

Also surprising is the extent to which the bad practice affects women and especially immigrant workers. African-Americans had a violation rate almost triple that of whites.

The report brings up the fact that employers often discourage workers from filing workers’ compensation for missed days and medical care: only 8% of workers who suffered injuries on the job did so.

Low-wage workers take a 15% hit to their salaries due to these violations, but the economy suffers too:

“These practices are not just morally reprehensible, but they’re bad for the economy,” said Annette Bernhardt, an author of the study and policy co-director of the National Employment Law Project. “When unscrupulous employers break the law, they’re robbing families of money to put food on the table, they’re robbing communities of spending power and they’re robbing governments of vital tax revenues.”