Language exclusion hurts: How to join the conversation in the Czech office

For English-speaking expats working in Czechia, language can be more than a barrier; it can be a reason for feeling isolated, particularly in a workplace where Czech is the primary language. While many companies today promote diversity and inclusion, unintentional language exclusion remains common.

If social media trends are any indication, language exclusion—sometimes called language discrimination—is a common concern for foreign nationals living in Prague. Many have voiced their frustrations on local Facebook groups, with some questioning whether this issue is specific to Czechia or part of a broader trend in their workplaces.

Language exclusion can hinder social integration and workplace dynamics for non-Czech speakers, from being overlooked at conferences to feeling sidelined during lunch conversations when colleagues refuse to speak English. According to Dinah Spritzer, a Prague-based communication consultant focusing on diversity and intercultural dialogue, there are steps you can take to address it.

Language exclusion in the workplace occurs when conversations, meetings, or informal interactions happen predominantly in a language that not everyone understands, says Spritzer.

When it comes to languages spoken at work, expats typically find themselves in one of two work environments, she says. In more traditional Czech companies, employees may be less confident in their English abilities due to educational and historical factors. “The post-communist era left many Czechs with limited language skills, which can create unintentional divides,” Spritzer says. In younger, however, tech-forward workplaces, English is often the primary language.

Spritzer notes that if not done intentionally, language exclusion isn’t necessarily illegal or considered discriminatory, but can make foreign employees feel marginalized. “Often, this isn’t done intentionally,” she explained. “Most people simply aren’t aware of the impact language choice has on someone’s experience.”

“English is commonly used in most international companies within our sector, says Jonathan Appleton, managing director of the Association of Business Service Leaders (ABSL). “Naturally, employees will gravitate toward using their native languages, but this is typically managed through agreements within teams and leadership, often without involving HR," he told us.

Eliska Smrzova, Head of Professional Practice at Grafton Recruitment, says internal guidelines dictate that English is the working language in the Grafton office. “This means employees can speak whatever language they like while having coffee or lunch, but they must use English and communicate by email in English.”

Language exclusion often occurs during those lunches and coffee breaks. In some workplaces, a course in cultural competency and language inclusivity could help shift the company culture toward more accommodating practices.

Spritzer recommends a diplomatic approach for those feeling left out. For instance, if a conversation among Czech colleagues sounds interesting, try saying, “What you’re saying sounds so interesting! Could you tell me about it in English?” This approach is both respectful and shows an eagerness to connect. It’s also surprisingly effective—according to Spritzer, “About 90 percent of the time, it’s thoughtlessness, not intent.”

Forming connections outside of formal settings can also be effective. Inviting a Czech-speaking coworker to lunch allows you to establish rapport one-on-one and let them into your world. Spritzer emphasizes the importance of honesty in these interactions: “Be vulnerable—let them know that it would be nice to speak English while you’re together. This lets them into your world.”

Consider addressing the situation with your HR manager if the situation doesn’t improve. “Language exclusion can reveal a lack of intercultural competence among managers,” Spritzer says. A key component of effective leadership is ensuring every employee feels comfortable and included. For some workplaces, a course in cultural competency and language inclusivity could help shift the company culture toward being more accommodating.

When management is invested in inclusion, employees are more likely to feel valued and less likely to leave. Expats working in Czechia should feel empowered to speak up, advocate for inclusive practices, and take small steps toward bridging the language gap with their colleagues.

Does the team frequently default to Czech despite your requests? It may reflect a workplace culture where inclusion isn’t prioritized. “If they don’t care, maybe it’s worth asking yourself if you belong there,” says Spritzer.