If managers must be English-Spanish bilingual, make sure that standard applies to everyone in management, with senior management setting the example.
Get ahead of the power curve in reaching out to high-potential non-managers whom someday you would like to see in a management position. Make sure they know you think they've got a future with the organization, and encourage them to begin taking steps to prepare, including learning Spanish if need be.
Don't waffle on the job requirement, and don't apologize for it. Yes, it's unfair, but so are many other things in a manager's life.
Maintain a policy stance that English is the language of choice in the workplace. If you aren't speaking it, you need to be learning how.
On the premise that your problem is not really solved simply by requiring managers to be bilingual, we would:
a. Encourage English-speaking non-managers to become bilingual as well. Pay for it, "incentivize" them to do it—and find a way to have some fun with it.
b. Require all employees to become conversant in English. Make it known in the employment process that this is a job requirement, and don't hire those who balk or don't have the capacity to learn. Here again, pay for it, incentivize them and have some fun with it, but do it. ESL classes can be incorporated into the workplace for a relatively small investment. If you've hired the right people, they will appreciate the opportunity to learn.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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