A new survey of more than 4,200 federal supervisors shows they have good knowledge of their language-of-work responsibilities under the Official Languages Act, but struggle to put best practices into action in the workplace.
Commissioner of Official Languages Raymond Théberge released the findings today from the exploratory survey examining supervisors’ familiarity with language-of-work requirements and their workplace experiences.
Second-language skills key to success
The survey found that supervisors with stronger second-language abilities better understand language-of-work rights and obligations, according to the commissioner’s office. These supervisors are more likely to follow requirements and implement best practices, such as discussing language rights and preferences with employees.
The ability to supervise employees in both official languages emerged as a key factor for success in meeting language-of-work requirements, the survey found.
Inequalities persist between language groups
The findings revealed ongoing inequalities in how French and English are used in the federal public service, according to the commissioner’s office.
More Francophones than Anglophones said they could regularly supervise employees in the official language of their choice. However, Anglophone supervisors were more likely than Francophones to say they could regularly exercise their own language-of-work rights.
Leadership drives compliance
The survey highlighted what the commissioner’s office called a “ripple-effect” of senior management leadership on language of work. Supervisors whose own rights were respected by senior management were more likely to meet their responsibilities toward employees.
Most supervisors surveyed — both Anglophones and Francophones — agreed there should be mandatory training on language of work across government, according to the findings.
Training and support needed
“It’s reassuring that the supervisors we surveyed appear to be quite knowledgeable about their responsibilities when it comes to language of work,” said Théberge. “Results show that when leaders at all levels ‘walk the talk’ by upholding employee language rights and ensuring both official languages are used equitably, it encourages their employees to follow suit — it’s a win-win approach.”
He said senior leaders must ensure current and prospective supervisors receive better training, resources and support to create conditions for a truly bilingual public service.
The survey examined supervisors’ familiarity with Part V of the Official Languages Act, which covers language of work requirements in the federal public service.
