When candidates are hired, their skills are assessed to determine whether they meet the requirements of the job for which they are applying. Among these skills, of course, are language skills. Information on this subject is therefore known to all companies. This information, in its statistical form, is of interest to everyone.
In recent years, a number of public controversies about language have tainted the reputation of prominent companies in terms of their social responsibility and their interpretation of their duties and obligations with respect to diversity, an inherent component of our societies. Language is at the heart of our democratic institutions and is a fundamental attribute of the community. The recurrence of such situations, which are harmful from any standpoint, must be prevented. For this reason – and for many others – it is appropriate for all interested parties (stakeholders) to be informed, through a formal and official disclosure, of the language fluency of the company’s employees.
Obviously, language “fluency” is meant to be understood as a level of language sufficient to allow its widespread use, verbally and in written form, in all spheres of activity of individuals and entities, namely a level of language sufficient to allow all employees to fully assume their duties and functions.