English-speaking U.S. citizens and legal residents across every political stripe, nationality, race, color, culture, and creed, are being shut out of jobs, not for lack of skills, but for lack of a second language. Arbitrary ‘bilingual required’ mandates have created a two-tiered job market where speaking English (the United States’ de facto language) is no longer enough to get hired in the United States. Across manufacturing, construction, hospitality, healthcare support, and clerical/ administrative roles, employers demand foreign language skills even where English fully suffices.

Truly bilingual-required jobs that are apparently needed in the U.S. make up a relatively small share of job postings, historically around 3% and upwards of around 10%, depending on the industry and employer. However, 90% of U.S. employers rather select bilingual applicants regardless of whether their language skill is necessary to perform the job, especially in states such as California, Texas, Arizona, and Florida.

The concern is that bilingual ability can sometimes outweigh other important qualifications. When language skills are prioritized even when they are not essential to the job, otherwise qualified applicants may be overlooked despite their education, experience, and other relevant skills.

Millions of qualified applicants face systematic exclusion from employment based on language alone. Rent, groceries, utilities, and medical bills cost the same whether you speak one language or three. Yet employers treat English proficiency as a liability rather than an asset.

REQUESTS

1. (English is sufficient) This centuries-old national language, the default for U.S. government, commerce, law, and education, should qualify English-speaking applicants for the vast majority of U.S. jobs. End preferential gatekeeping disguised as ‘job requirements.’

2. (Enforce existing law and prosecute discrimnation) Title VII already bars national origin discrimination. The EEOC must recognize excessive language requirements for what they are, discriminatory proxies, and enforce the law.

3. (Demand justification) Employers must prove language requirements serve actual job functions. Concealed discriminatory preferences should no longer stand unchallenged.

THE BIG PICTURE

The United States was built on the principle that willingness and ability to work determine opportunity. This is not a request to seek any kind of special treatment, just demanding equal treatment. English-speaking candidates of diverse cultures and heritages should not accept second-class status in the U.S.  job market.

English-only ability is sufficient in most jobs.

Please sign this petition to restore equal access to employment.