Global Hiring for Non-German Speakers: Moving to Real Inclusion

Many companies in Germany are moving to global hiring stratgeies. Some job ads even specify that German language skills are not required, making it clear that the role can be successfully performed without them. Companies like SAP, Zalando, and N26 have wide-reaching, international teams, where English is the main working language, enabling access to new opportunities for non-German speakers.

However, without intentional implementation across all levels of operations, non-German speakers may still feel disconnected. Keep reading to learn actionable steps on how you can ensure your culture is a space where everyone feels heard.

Six Steps to Turn Language Policy into Real Inclusion

Step 1: Clearly Define Expectations

State precisely where English is mandatory to avoid ambiguity and avoid reverting to German by habit e.g. all-hands meetings, policies, onboarding documentation. For example,
Zalando’s internal ‘Tonality Guide’ confirms that as the company expanded internationally their company language shifted from German to English. Their do.BETTER Diversity & Inclusion Report shows that 51% of employees are from outside Germany and that company-wide inclusive communication policies are in place, encouraging the use of verbal and visual language.

Step 2: Provide English-First Access

Ensure critical materials such as onboarding, HR guidelines and benefits, are available in English by default. For example, SAP systems commonly default to English or allow users to select it at login, reflecting a practical orientation toward English for global operations. Many installations configure English as either the default or a readily available option to accommodate international teams. (SAP multilingual Settings)

Step 3: Train for Inclusive Communication

Support all staff, regardless of fluency with workshops on using plain language, pacing, and summarising key points to ensure equitable participation.

Step 4: Foster Social Belonging

Break down informal barriers by organising mixed-language social events, introduce cultural onboarding, and offer buddy systems pairing international hires with local colleagues.

Step 5: Support Bilingual Learning

Offer German training for non-German speakers and English training for local staff. For example,
N26 employs over 1,500 people from more than 90 nationalities, located across Berlin and several European offices. The company fosters a multilingual culture and offer language learning support through the app Babbel to help international hires learn German or for German staff to improve their English skills

Step 6: Measure Inclusion, Not Just Hiring

Ask questions like ‘Do you feel fully included in meetings?’ or ‘Have you missed information because it was only in German?’ Track results and act on the insights to improve culture.

The Pay-Off

Organisations that truly care about making their internal language inclusive:

• Attract stronger, more diverse talent
• Retain more international talent
• Cultivate a more equitable and innovative workplace

As shown by SAP, Zalando, and N26, this shift is not just feasible, it’s beneficial.

Global hiring isn’t about replacing one language with another. It’s about creating a workplace where language never inhibits contribution, growth, or belonging.

How we can help

Here at Cavendish Professionals, hiring isn’t just about filling roles, it’s about building high-impact communities that educate, empower and uplift individuals. Interested in hearing how we can help support your talent needs? Head over to our contact us page, or for specialist DEIB hiring, reach out to Francesca Pollard, DEIB Community Founder & Advisor/Principal Consultant specialising in the DACH region.