When hiring a candidate, their skills are evaluated to ensure they meet the requirements of the position they are applying for.
This includes assessing their language proficiency. Such information is widely known across organizations and, when presented in
statistical form, holds interest for all parties involved.
In recent years, a number of public controversies over language have tarnished the reputation of major businesses as regards
their social responsibilities and how they interpret their duties and obligations in the light of the inherent diversity of our societies.
Language, which is at the core of our democratic institutions, is in fact a fundamental characteristic of the community. Because
they are harmful in every respect, such situations must not be allowed to recur. For this reason — and many other reasons as
well — it is desirable for all interested parties (stakeholders) to know, through formal and official disclosure, which languages the
employees of the corporation are capable of speaking fluently.
Obviously, “fluency” means having attained a sufficient linguistic level to be able to use the language (orally and in writing) widely
in all corporate and individual areas of activity, that is a level sufficient to enable one to perform their functions and duties fully
and completely.