It is proposed that the languages in which employees are fluent be disclosed, with the information broken down by jurisdiction for all territories (countries, states, provinces) in which the corporation operates. During the hiring process, a candidate’s skills are assessed to determine whether they meet the requirements of the job for which they are applying. These skills necessarily include language fluency. Information on this subject is known to all companies. This information, in its statistical form, is of interest to everyone. In recent years, a number of public controversies over language have tainted the reputation of major companies with respect to their social responsibility and their interpretation of their duties and obligations in terms of the diversity inherent in our societies. Language is at the heart of our democratic institutions and is a fundamental attribute of the community. These types of situations, which are harmful from every point of view, must be prevented. To this end—and for a number of other reasons—it is appropriate that all interested parties (stakeholders) be informed, by way of a formal and official disclosure, of the languages in which bank employees are fluent. Obviously, being “fluent” in a language means having a level of spoken and written language sufficient for general use in all areas of activity of corporate entities and individuals alike, meaning a level of language sufficient to allow each one to fully and completely carry out their duties and functions.