Australia’s aged care sector is a tapestry of cultures, with over half of its workforce – 51% according to the 2021 ABS Census – born overseas, predominantly from countries like Nepal, India, and the Philippines.
This diversity brings invaluable skills to a sector grappling with staff shortages, but it also sparks complex debates about workplace dynamics, particularly around the use of native languages by foreign-born staff.
In shared spaces like lunchrooms, where colleagues might converse in a language others don’t understand, feelings of exclusion can surface.
For residents, especially those with dementia, hearing unfamiliar languages can be disorienting. Is it rude for foreign-born staff to speak their native tongue in aged care settings?
Or is mandating English-only communication an unfair constraint on a multicultural workforce? The answer lies in balancing cultural sensitivity, professional responsibility, and the wellbeing of residents and staff.
A multicultural workforce, a divided workplace
The aged care workforce reflects Australia’s cultural diversity, with 39% of residential aged care employees speaking a language other than English at home, per the 2021 Census.
This linguistic diversity is a strength, enabling staff to connect with residents from varied backgrounds. However, it can also create friction when foreign-born staff use their native languages at work, particularly in communal areas like staff rooms or during care delivery.
Feedback from the Aged Care Worker Support group on Facebook reveals a range of perspectives. One Australian-born worker described feeling “uncomfortable” when colleagues spoke Nepali in the nurses’ station, a sentiment echoed by others who felt excluded in similar situations.
Another noted residents’ complaints, saying staff speaking non-English languages in their rooms felt “disrespectful” and left residents wondering if they were being discussed. Yet, not all views are critical. Some staff, like one who mentioned colleagues asking permission to speak their language, see no issue as long as English is used when addressing residents or coworkers.
Others argue that banning native languages dismisses the cultural identities of workers navigating an already challenging system.
Cultural norms often shape perceptions of rudeness. In Australian workplace culture, speaking a language others don’t understand in their presence can be seen as exclusionary, especially in shared spaces. One commenter stated, “It’s rude. They could be bagging the crap out of you, and we have no clue.”
This fear of being talked about, whether justified or not, heightens feelings of isolation. For foreign-born staff, however, using their native tongue may be a matter of ease and efficiency, particularly in a high-pressure job. As one worker noted, it can “boost team morale” and reduce miscommunication in critical situations, such as discussing a resident’s care.
The resident experience: A critical lens
The debate intensifies when considering residents, many of whom have dementia or cognitive impairments. For someone with dementia, waking to unfamiliar words spoken by caregivers can be profoundly unsettling.
One commenter highlighted that such situations “cause behaviour issues, especially in residents who are living with dementia, most are scared and feel confronted.” Families have also raised concerns, with some escalating complaints to the Aged Care Commission over staff using non-English languages in front of residents.
Clear communication is central to quality care. The Aged Care Quality Standards emphasise person-centred care, which includes ensuring residents feel safe and understood. When staff speak a language residents don’t comprehend, particularly during personal care, it risks eroding trust.
One worker recounted residents saying staff “say ‘yes’ to everything so the staff will go away,” illustrating how language barriers can deepen feelings of neglect or misunderstanding.
On the other hand, multilingual staff can be a vital asset for non-English-speaking residents, offering comfort in their native tongue – a benefit often overlooked in calls for English-only policies.
Context matters: When and where language is used
Is it rude to speak a foreign language in an aged care setting? Context is key. In professional settings – on the floor, during handovers, or in residents’ rooms – English should be the default to ensure clarity and inclusivity.
This isn’t about suppressing cultural identity but about prioritising residents’ needs and fostering a cohesive team environment. Many facilities have policies mandating English during work hours but allowing native languages on breaks, a compromise that balances professional demands with personal needs.
One worker described their workplace’s rule: “English only on the floor, but staff can speak whatever language they like on their break.” This approach respects both the job’s requirements and staff’s cultural backgrounds.
In communal spaces like staff rooms, the issue is less straightforward. While it’s natural for multilingual staff to use their native tongue, especially among colleagues from the same background, sensitivity to others’ feelings is crucial. Simple gestures, like asking, “Does it bother you if we speak our language?” can build trust.
Cultural awareness training could further bridge divides, encouraging open dialogue about how language use impacts team dynamics.
Management has a pivotal role in addressing these tensions. Many commenters expressed frustration over ignored or inconsistently enforced language policies. Clear, communicated guidelines, paired with consequences for repeated violations, could resolve this.
Additionally, supporting multilingual staff with English-language training and cultural integration programmes could ease friction, ensuring they feel valued without disrupting workplace harmony.
Fostering empathy and inclusion
The aged care sector’s strength lies in its diversity, but this comes with the responsibility to navigate differences thoughtfully. For Australian-born staff, empathy involves recognising that speaking a native language isn’t inherently disrespectful – it’s often a reflex born of comfort or necessity.
For foreign-born staff, it means understanding how their language use might unintentionally exclude others or unsettle residents. Managers must cultivate an environment where these conversations can occur without fear of accusations like racism or dismissiveness.
The sector thrives when respect underpins communication, regardless of the language spoken. Policies that prioritise English in professional contexts while allowing cultural expression during breaks can create a workplace where all staff feel included and residents feel secure.
In a field built on care, the true measure of respect is not the language used but the intent behind it, ensuring every voice, whether staff or resident, is heard and valued.
