In the history of the only French-speaking province in North America, Quebec is still trying to hold in the troubled waters of insecurity and the threat of the decline of French. Indeed, more than ever, the future of Molière’s language is questioned in an era where English continues to assert itself as the dominant business language. With the new government requirements in terms of mastering French for foreign workers, SMEL and business owners are no exception, and we must ask ourselves the question of their responsibilities in solutions promoting the protection of the language. In this article, we will recall the legal obligations, talk about the impacts on businesses, but above all, their responsibility in the question of francization and practical solutions in order to maintain the vitality of French while respecting the rights of minorities.
Reminder of obligations and impact
First, let’s not forget that companies must comply with a francization process supervised by the OQLF and that by June 2025, a larger number of companies will be concerned, namely those with a minimum of 25 employees. This is one more compliance that is important to monitor, but above all to have the necessary support to respect these obligations.
Then, since last November, the Quebec government now requires that temporary foreign workers (TFE) already in the territory, have a certain level of French when renewing their work permits. More precisely, after 3 years of stay in Quebec, TFEs who wish to renew their work permit will have to demonstrate oral knowledge of level 4 French[1].
As you will understand, the major impact of this measure for businesses is obviously the availability of resources in a context of shortage. Indeed, one of the solutions for entrepreneurs to the shortage context was to turn to temporary immigration in order to fill thousands of positions, in all sectors. Even with the administrative mazes and all the hassles with immigration, international hiring continues to be the saving solution for the sustainability of many SMEs in Quebec. The entry into force of this measure therefore potentially limits access to these foreign, but qualified, resources.
In the long term, companies will have to double their efforts to be creative in their attraction strategies and even think about focusing more on skills development and strategic thinking in their succession plan. All of these tactics are alternative solutions, of course, but they take time and must be done in accordance with best practices, with the support of human resources experts.
Accountability and practical solutions
Although the challenges are enormous and numerous of all kinds for businesses, they still have a moral responsibility in protecting the French language in business. Legal obligations aside, they must consciously make more efforts on a daily basis in their business practices and collaborations. The francization of resources is a multi-step process that requires rigorous organization and accountability according to the premises of the law. However, promoting the French language and contributing to its development is not limited to training, but requires a conscious effort to use the language in all aspects of business exchanges. Both verbal and written exchanges must be done first in French, while encouraging this same communication between employees.
Furthermore, HR professionals must demonstrate influence to raise awareness among management to prioritize exchanges in French, without exception, but while respecting everyone’s learning pace. That means:
- Formalize the position of management in its desire to promote the use of French in the company
- Act as an example and influence positively by explaining the merits
- Remain consistent by holding work meetings in French
- Encourage official communications in French
- Continue discussions in French during informal situations such as at the coffee machine
- Have the reflex to respond in French, raise awareness and empower managers to do the same and make them accountable
- Promote internal training in French and offer translated support to monolingual resources.
How can we support monolingual resources?
It will be necessary to treat the situation for these resources as one would in skill management:
- Identify the current level, the desired level and the action plan to get there
- Do not remain passive when certain resources demonstrate no interest in integration and francization
- Be clear in your expectations, but above all, raise awareness of the link between language learning and professional growth opportunities, which will create intrinsic motivation among the resource.
In conclusion, and as entrepreneurs committed to the protection of the language in Quebec, we must first comply with the requirements of current legislation, then compensate for the shortage with other creative solutions. Above all, keep the language alive, use French in all spheres of life of the organization. HR professionals therefore become necessary allies in this process. Thus, raising awareness among managers, motivating monolinguals, and integrating language programs become the pillars of an inclusive and dynamic linguistic culture.
Author
Organizational development consultant
Specialized in human resources
[1] https://coalitionavenirquebec.org/fr/blog/editionspeciale/le-gouvernement-de-la-caq-a-t-il-un-bon-plan-en-immigration/
