In a recent LinkedIn post, Olga Alcaraz discusses the often-overlooked cognitive effort required by individuals who operate in a language different from their native tongue. Alcaraz challenges the common misconception that fluency in a dominant language equates to higher intelligence, asserting that many highly intelligent individuals navigate the complexities of working in a second or third language daily.
As Olga Alcaraz highlights, this involves a significant mental undertaking:
“Translating ideas in real time
• Simplifying complex thoughts
• And still delivering results every single day”
Alcaraz emphasizes that for those who haven’t experienced this linguistic juggling act, it’s easy to underestimate the substantial cognitive load involved. This perspective is crucial for fostering genuine workplace inclusion.
The Hidden Cognitive Load of Multilingualism
Alcaraz’s post shines a light on the daily reality for many professionals. The act of thinking in one language and then articulating those thoughts in another requires constant, conscious effort. This is not merely a matter of vocabulary or grammar, but a deep cognitive process that demands continuous translation, simplification of complex ideas, and the maintenance of high performance standards.
According to Olga Alcaraz, this process can be easily underestimated:
“If you’ve never had to do that, it’s easy to underestimate how much extra cognitive effort it takes.”
This insight suggests that organizations may be inadvertently undervaluing the contributions of their multilingual employees by not recognizing this additional layer of mental work. The ability to consistently deliver results under these conditions speaks volumes about an individual’s problem-solving skills and adaptability, qualities that are often associated with high intelligence.
Rethinking True Inclusion
Beyond Hiring: Valuing Communication Styles
Olga Alcaraz argues that true inclusion extends far beyond the initial act of hiring individuals from diverse linguistic backgrounds. It necessitates a fundamental shift in how communication is perceived and managed within teams.
Alcaraz states:
“True inclusion at work isn’t just about hiring globally. It’s about listening better, judging less, and valuing ideas over accents.”
This call for better listening and less judgment is central to creating an environment where all employees feel valued and understood. By prioritizing the substance of ideas over the perceived perfection of their delivery in a specific language, companies can unlock the full potential of their diverse workforce. This approach fosters a more equitable and productive work culture, where cognitive diversity is not just tolerated but actively celebrated.
Fostering Inclusive Communication Practices
The post concludes with a direct question to readers, prompting reflection on practical steps towards more inclusive communication. Alcaraz’s work underscores the importance of ongoing dialogue and conscious effort in building workplaces that are not only diverse but truly inclusive, recognizing and accommodating the varied ways in which brilliant minds operate.
📝 About This Content
This article is based on insights shared by Olga Alcaraz on LinkedIn.
📅 Originally posted on February 5, 2026 | View original post on LinkedIn →