Understanding Azorean Politeness: A Cultural Exploration


Evelina Silveira

shows a hot spring in the Azores

A month ago, I had one of my lifetime dreams fulfilled – I visited my parents’ homeland, Flores, Azores, Portugal, along with two other islands, Terceira and São Miguel.  It had been almost 50 years since my family’s initial visit.

The Azores are a Portuguese autonomous region comprised of nine islands: São Miguel, Terceira, Santa Maria, Faial, Corvo, Flores, São Jorge, Graciosa, and Pico. If you’ve ever wondered what paradise might look like, it probably resembles the Azores.

Growing up, I learned both English and an Azorean dialect, with which I had a basic level of proficiency.  However, with the death of my parents, I had no one to practice spoken Portuguese; therefore, I needed to prepare quickly to be able to ask questions and learn about my family history in Portuguese.

Two months in advance, I gave myself a crash course on Portuguese and listened to continental and Azorean news each day to improve my listening skills and enhance my vocabulary.  ( It worked amazingly well!)

I was determined to familiarize myself with the etiquette so that I would not come across as “maleducada” or rude. Even though my parents passed away, there is still an expectation to respect their memory by demonstrating that they raised me with good manners.  In high context cultures, no matter your age, you are always a symbol and reflection of your family name – it carries you wherever you go.

I had many questions about my parents’ homeland. I wanted to ensure I would be sufficiently fluent to have conversations with locals and connect with some long-lost relatives I had discovered who were still living in Lajedo, Flores. In preparation for the trip, two months beforehand, I spent about two hours daily listening to Telejornal Açores and political podcasts (I love politics, regardless of the language). During that period, I noticed a significant improvement in my listening skills and understanding of various accents, including continental, different Azorean, and Brazilian ones. My vocabulary expanded rapidly. I also added Portuguese documentaries to learn about the country’s history and its nine archipelagos.

 Core Traits of Azorean Politeness

As a language coach, a former student of linguistics and a child of Portuguese parents, I know firsthand the importance of understanding and following cultural norms of politeness.

For example, a “maleducado” child would refer to older people using the “tú” pronoun, which would be a terrible embarrassment for parents because they would be seen as not teaching their child proper manners. We were taught never to call adults by their first name, but instead to use the formal “Senhor” (sir) or “Senhora” (Madam). I remember my late mother saying, for instance, “Why don’t her parents correct her? Her aunt is not a ‘tú’ but ‘Tia’ (aunt). This example will often resonate with other multilingual readers.

 Greetings

While my sister and I were raised to have polite Portuguese manners, we were not ready for what transpired on our first visit there, when I was 10 and she was 18.

What did two sisters from Canada do in Fajã Grande, Flores  (which probably had a population of 300 people then) that led to a scolding from my grandmother when we got home after going for a walk in the village? 

A terrible gaffe we will never forget.

We did not say Bom Dia ( Good Morning) when we passed strangers on the street.  Little did the villagers know we had been indoctrinated from a young age to not talk to strangers.  But, in the Azores, especially in small towns, this is a basic courtesy.

After we calmed our grandmother down, my sister and I vowed to acknowledge every person we saw, whether we were standing out on the veranda, seeing someone cultivate their land or hanging out their clothes to dry.  We refused ever to be referred to as “the arrogant American girls who think they are too good to say hello”. Lesson learned.

 Fast forward, I prepared my husband (who is not Portuguese) for the trip so he wouldn’t encounter a similar problem.  I equipped him with several phrases.

Bom dia,senhor; Desculpe, não falo português. Obrigado  . Good Morning, Sir, I don’t speak Portuguese.Thank you.

Consequently, the doors were opened for us immediately, and my husband managed to strike up some conversations with locals who had broken English.  Villagers welcomed us to participate in their religious celebrations and invited us to enjoy a communal meal at the church.

 Azorean children are taught to be thankful for everything. It may be derived from their own parents’ sense of gratitude for anything that was given to them either through their efforts or with the help of others. Families who had land, crops and livestock would have been considered lucky if they could feed everyone.  There were no extras.  Reliable electricity and water supply, for example, did not come to my parents’ village until after the late 1970s.  Those who had relatives in the diaspora who could send them some money were considered fortunate.

Showing thanks can be done in several ways. While obrigado  is the standard, other deviations can be  Que Deus te abençoe  or  May God Bless You, an expression of not only gratitude but also with a religious twist. I heard “muito obrigado” or thank you very much, at a far greater rate than what we hear in Canada, often for what we might consider mundane.  On several occasions, I heard Muitissimo obrigado, which would be like an extreme thank you—expressing gratitude ties into the Azorean trait of humility.

Respecting Your Neighbours/Being Quiet

Unlike other Portuguese-speaking cultures, like the Brazilians, Azoreans tend to be more reserved and quieter. Their parties never reach the level of animation and festivity that their South American counterparts enjoy. During the two weeks I spent in the Azores, we took five flights. Many passengers had small children and babies. There were never any people speaking loudly or disturbing others with disruptive devices – that would be unheard of. What a contrast to the flights I had in North America.

While the Azoreans enjoy drinking wine and beer, you’ll find it difficult to spot a loud, obnoxious individual on the street or in a public place. Public displays of intoxication are not funny and are instead vergonhoso or shameful/embarrassing.

Silence is especially golden when it comes to listening to Fado music, Portugal’s national musical treasure. It’s a serious business.  Attending a Fado event means being prepared to respect the artist and the form by not speaking or moving around during the performance. Fado is sacred to the Portuguese. The fadista must get into their role, which often requires the belting out of theatrical, soulful and sorrowful lyrics.  When the tavern owner declares “Silêncio, que se vai cantar o Fado or  “Silence, we are going to sing the Fado,” the audience stops what they are doing and listens. When the outstanding fadista, Jessica Soares, completed her final set at the tavern in Ponta Delgada, she humbly announced, “Thank you for your silences,” which meant, thank you for not speaking during my performance.

Hierarchy

Out of respect, middle-aged people married or otherwise will be conferred the title of “Senhor” or “Senhora”. Growing up, I considered them to be the titles of “old” people. So, you can imagine what it was like for me to be constantly referred to as “Senhora” throughout my whole trip, even though this was the culturally appropriate thing to do. When I realized that “Senhora” had become my badge of honour, I embraced it, and realized I had rightfully earned it. The challenge was that I had to make sure I was respectful and reciprocal with the titles that I used. Each time I opened my mouth to talk to someone unfamiliar, I would have to use “Senhor” or “Senhora” to start the sentence.  Since the informal “you” is impolite to use on people of stature or maturity, I had to regularly reset my thought process, replacing “you” with “senhor/senhora”. 

 Unlike what I am hearing from my Brazilian friend, who has noted that the Portuguese language there is going through some revisions to address its inherent patriarchy. I wouldn’t be holding my breath in the case of the Azores, especially in the most remote islands that have had so little outside influence until recently.  When handing the restaurant bill to my husband, the waiter said,  “Senhores, posso oferecer algo mais a vocês?” This translates into: “Sirs, can I offer you anything else?”  This is a sharp contrast in some restaurant circles where servers are told to leave out the “sirs” or “madams” from their greetings in case they misgender someone. 

 Polite Insults

Years ago, when I was learning Portuguese to improve my listening skills, I watched telenovelas (soap operas) to help me acquire some basic conversation skills.  Just as all soap operas carry drama and insults, Portuguese ones had a special feature – a polite ending.  So, you could essentially yell at someone, but when you leave and slam the door, you pull yourself together to say, “Have a good day”. Is this a standard practice?  I don’t know for sure, but it seems to happen an awful lot on television programs.  

To challenge myself, I listened to the political debates before the Portuguese elections and again, despite the mudslinging, there was always some measure of decorum.  For example, you would hear accusations like Com todo respeito, o senhor é um ladrão which translates into, “With all due respect, sir, you are a thief!”.

 Nobody’s Perfect

There were so many examples of Azorean politeness and hospitality. One thing that truly shocked us about these seemingly gentle and humble people: how they behave in the driver’s seat. There were moments when I felt like Dennis Weaver’s character in the movie, Duel, about road rage. Imagine having a driver tailgate at a high speed on a very narrow road on a cliff or a decline. Some of these roads are so narrow that you can’t see if a car is coming when you turn, which is why mirrors are positioned on the streets. Many of these old roads were not built for cars but for cows and wagons.

When I commented to my hosts in Terceira that I had not heard anyone swearing, her husband said that I should attend the sporting events and perhaps I would change my mind.

Politeness in the Azores is more than a set of rules. It reflects deep-rooted values as humility, respect, gratitude, and a sense of community. These customs reveal a culture. The subtle reverence of a Fado or the everyday greetings exchanged on village streets, Azoreans esteem connection, dignity, and faith.

Of course, no place is without its twists and surprises. The juxtaposition of tranquil vistas alongside maniacal drivers is one such example. The contrast only adds to the complexity of Azorean life.

I have been shaped by both Canadian and Portuguese worlds. I’ve come to appreciate that cultural etiquette isn’t just about saying the right words. It’s about understanding the affection behind them. And in the Azores, that heart beats with warmth, tradition, and a quiet strength that’s impossible to forget.

                                                                                                  

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English as a Second Language in the Workplace: Don’t let it be a barrier to success


By Evelina Silveira

My name is Evelina Silveira; I am TEFL certified, a diversity trainer specializing in intercultural communication, a certified mediator, a trilingual speaker, and the president of my 18- year- old company.

I know that learning a language well enough to conduct business can be a challenge. Your time is precious as an adult, and you want results quickly.

I have worked as an English as a Foreign Language Teacher for over three years with various learners from Asia, South America, Europe and the Middle East. During this time, I have learned about the different struggles various linguistic groups experience.

No matter where English as a Foreign Language speakers reside, they encounter the same issues:

  • Lacking the opportunities to practice speaking English.
  • Completing grammar-intense English classes that did not emphasize speaking skills such as pronunciation or intonation.
  • Adopting non-native English-speaking teachers’ grammatical and pronunciation errors
  • Fossilizing errors
  • Feeling reasonably comfortable with writing but being afraid to speak in public.
  • Lacking the vocabulary and confidence to get their points across

If you have at least a lower intermediate level of understanding of grammar and speaking skills, I can help you to gain the confidence and proficiency you need to advance.

Private, customized sessions are available for individuals. Corporate inquiries are welcome.

All materials are provided. Sessions are delivered on Zoom or on Tencent for clients in China.

Contact evelina@diversityatworkcommunications.com to set up a no-obligation consultation.

Check out our endorsements and learn more

LEARNING OPPORTUNITIES – Fall 2022


DIVERSITY COMMITTEES: Everything You Wanted to Know

September 9, 2022

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Have you thought about starting a DEI committee but don’t know where to begin? Are you struggling with your current one and wonder what you could do differently? DEI committees can be influential change agents when structured with a purpose and have built-in accountability.

In this webinar, you will learn:

– The benefits of a DEI committee;
– Ways of naming your committee;
– The essential components for a productive and harmonious diversity committee;
– What to include in a Terms of Reference;
– How to  select your  members;
– Troubleshooting common issues;
– Ways to overcome typical challenges;
– How to keep the momentum going;
– About schemes for evaluating your committee.


Learn more.

LANGUAGE BARRIERS: Tips for Inclusive Training

October 5, 2022

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Learning the ropes in an organization is tough, but what if you have a language barrier?  You might not get the full benefit of training, compromising your performance and safety.   

That’s why it is incumbent upon trainers to be more creative in their approach and delivery to ensure participants receive equitable opportunities to succeed and contribute to the workplace.

Whether you conduct corporate training, deliver workshops or are training employees 1:1 you will gain new ideas to enhance your training and maximize their learning.

Topics will include:

–  Considerations for culturally sensitive design
–  Strategies for maximizing understanding
–  How to tell if someone has a language barrier
– Tips for making your speaking and writing clearer 
–  Useful tools for building materials that are easier to understand

This is offered in a live-one-hour presentation with opportunities for questions at the end

To learn more, visit.

LIVE WEBINAR: Serving Customers Who Have Language Barriers Over the Telephone


Customer Service People Wearing Telephone Headset

Customer Service People Wearing Telephone Headset ca. 2002

 

August 27, 2018  10:00 am -11:30 am EST  Canada

Encountering a language barrier in person is challenging enough, but what happens when you are required to sell a product or gather information from a caller in a crisis who has little in the way of English fluency?

Without any visual clues for both the caller and the call-taker, the situation can seem insurmountable; but it doesn’t have to be.

You can learn practical skills which will increase your confidence in responding to callers who experience these barriers but also assist them to navigate through the call more successfully.

What we’ll cover in this event…

How to Speak and What to Say Learn strategies for speaking clearly and choosing the most easily understood words. Receive tips for spelling letters and reading numbers over the phone.

Is it a Language Barrier or a Strong Accent?  Learn how you determine the difference and how you should respond. A guide for understanding various distorted pronunciation patterns.

How Can You Calm a distressed caller?  Three simple words which make a world of difference to callers who may be in crisis or anxious.

A three-hour workshop has been rolled out to several police services in Canada, non-profits and several other organizations.

We have condensed the content into a live webinar format which will run for approximately 1.5 hours. A replay within 24 hours is available along with handouts.

Job aids can be purchased separately to augment your learning.

A 9-1-1 Call Taker Simple Language Guide has been specifically designed with input from three police services. Contact us for more details.

 

info@yourdiversityawork.com.

For more information and to register, please click on the following link. https://events.genndi.com/register/169105139238467417/15863ce143

 

 

 

911 Call Taker Training


callerrevDo you currently work as a call taker?  Have you noticed the increase from callers who have low-English levels of proficiency? Chances are you have, as our research shows that call takers are receiving a larger call volume from this demographic.  The bad news?  You probably have never received any specific tips besides speak slowly and clearly.

This is when Diversity at Work’s training comes to the rescue.

You will learn everything on the flyer and much more.

We are pleased to report that participant evaluations consistently indicate that they feel their performance will improve as a result of taking this workshop.  The good part?  Even call takers with over 30 years of experience felt that way, too.

Call us today! We travel. Customization is available on request.

Reduce caller and call taker stress, triage calls effectively and provide a more equitable service.

To learn more about our business and the trainer, Evelina Silveira, please visit http://www.yourdiversityatwork.com.

 

London’s Poor Diversity Score No Surprise


Written by: Evelina Silveira, President Diversity at Work

As featured in New Canadian Media
Thursday, 27 October 2016 

A recent study published by the Western University’s Centre for Research on Migration and Ethnic Relations found a severe lack of visible minorities in leadership roles in organizations in London, Ontario. 

While the study made headlines, the findings came as no surprise to me.  I have lived in London all my life, working as a diversity consultant for 10 years. I would like to offer an explanation as to why inroads have not been made in visible minority leadership in  London, Ontario.

Flashback to about 13 years ago, when I started to work on a business plan for Diversity at Work: I interviewed many leaders in London asking them whether my idea of having a business which promoted hiring and supporting diverse candidates would ever fly?

I will never forget the answer I received from a human resources consultant who had previously held many jobs in the recruitment and leadership fields.  She said:  “Evelina, as long as there are enough white people to fill the jobs, no one will ever consider anyone else, because they don’t have to.”

Essentially, she conveyed that there really was no need to change the recruitment process and that it was too much work to do so.

A late joiner

In comparison to other cities, London has lagged behind. Perhaps it is because the jobs could easily be filled as the human resources consultant suggested, or maybe we ignore the ever-growing presence of visible minorities which started in the mid-1980’s. 

Some of our largest employers and institutions have only recently developed diversity policies, later than their counterparts in other comparable cities which have a high number of visible minorities and immigrants. I often scan the diversity plans of the public service organizations in London and it would appear that the effort or the kind of approach being used – if at all – are not producing  much in terms of achieving a representative workforce, let alone diversity in leadership. 

My observations are consistent with the findings which indicate a very low level of visible minority participation, notably 5.3 per cent on agencies, boards, and commissions.  Their lack of participation at these levels can have ramifications for how services are delivered, in addition to resource allocation. 

Furthermore, there is a tendency, especially with boards, to recruit people they know, often friends and co-workers, to fill vacancies.  This can perpetuate the lack of representation and the effort to create more diversified boards and committees.

It is startling how many workplaces have not implemented the strategies and best practices that can help mitigate these gaps. How might we explain the disconnect? There is a multitude of reasons why this occurs and this is key to understanding the problem of under-representation in London’s publicly-funded organizations.

Consider these possibilities:

·         Foreign credentials and work experience are not recognized. Generally speaking, if an applicant has not graduated from a leadership program in North America or the U.K , there is a good chance their education in leadership may not be recognized.  Leadership experience from other  parts of the world may not be taken into consideration for a host of reasons, including cultural differences in how we do business and interact with employees.  

·         Effective leadership requires highly developed communication skills:  in person, in writing and over the phone.  An internationally-trained applicant is disadvantaged if they have a pronounced accent and have an indirect style of communication.  Interviewer bias can hamper heavily-accented applicants, who may be mistaken as unqualified because they speak differently.  Across cultures, there are variations in how we conduct meetings, presentations and write reports. The Canadian standards are often learned in school or through work experience.

At civic level: zero

The number of visible minorities and immigrant leaders in municipal organizations is at a glaring zero per cent! 

Given that government organizations are held to a higher standard than the private sector to have a reflective workforce, as well as to meet Employment Equity standards, this represents a failure of implementation and consequently lost opportunities for diversifying the workforce and gaining new skills and perspectives. 

With increasing job insecurity, good benefits and salaries, public service employees are not likely to leave their jobs.  Understandably, this represents fewer opportunities for external applicants to get hired. 

It would be interesting to know if the City of London has an internal mentoring program to assist aspiring leaders.  Research consistently indicates that visible minorities and immigrants find a lack of mentors in the workplace. 

Successful leaders often attest to the significance of mentors throughout their careers.  There have been some attempts over the last few years to develop internships for immigrant professionals at the City of London. However, it is hard to know if this experience translated into permanent employment with the City.

Finally, we cannot overlook bias and racism in the recruitment and selection process, although it does not probably explain the huge disconnect between the population and their representation in the workforce. In my experience, if the leadership in an organization is not familiar with the business benefits of a diverse workforce, they are very unlikely to support and initiate programs which can facilitate the entry and promotion of visible minorities within their organizations.

Evelina Silveira is the President of Diversity at Work in London, a three-time award -winning firm which specializes in creating inclusive workplaces and diverse customer bases.  She has co-authored two globally acclaimed books and is the publisher of the Inclusion Quarterly.

What the Brits’ Telly Can Teach Us About Diversity Dialogues


tv

Evelina Silveira,  President, Diversity at Work

When you think about British television, what comes to mind?  Well, if you are not British most of us would probably say Coronation Street  because it has been around forever on Canadian televisions. But there is so much more to discover!  Deciding to join the cable cutting crowd, I have opted for YouTube instead, for my nightly viewing. And British TV is it!

I have been so impressed with the wide range of British television programs devoted to social experiments in the form of reality TV.  To their credit, it appears the Brits are sincerely trying to understand “the other” through their programs of cultural exchanges of various sorts.  They’re not your regular run-of-the-mill low budget reality programs but thoughtful, out-of-the-box productions that are not afraid to ask the tough questions.

Why do I find the programs to be so remarkable?  Because the participants in the social experiments get a chance to “walk in the other person’s shoes” and freely ask questions without being afraid of a label of “homophobe”, “racist”, “islamaphone” “xenophobe” etc.  You get to see the good, the bad and the ugly.  Nothing is held back and I like that.  At least, when everyone has their preconceptions on the table you have something to work with instead being terminally superficial and polite.

What I began to notice in British television was delightfully refreshing.  The Brits actually engage others in a conversation about diversity.   I don’t see that happening in Canadian television.  All  we ever see is one side of a story and you either accept it or you don’t.  There is rarely an opportunity for two groups to come together and learn about one another and gain sensitivity, empathy and insight into the other group’s world.  The Brits seem to love programs devoted to “social experiments” and I have to tell you as a lover of sociology and anthropology — these types of programs score high for me.

It must have been a television genius who came up with the subject matter.  I have watched at least one  episode with the following themes:

  • A small group of Brits who have to live like a Muslim for a designated period of time.
  • Six men from a variety of backgrounds and lifestyles who go to live in a Benedictine monastery and must follow their rules
  • Nasty British teenagers who are sent to live with an American Amish family to help them reform their ways
  • Bad behaving British teenagers who are sent to live with another family in a foreign country which is known to be “very strict”
  • Several English citizens who feel they have been negatively impacted by immigration are matched with immigrants to challenge some of their assumptions

What so good about these experiments? What do participants often learn from the experience?

  • There is greater understanding that can come from honest and often challenging conversations. You might either become stronger in your conviction or  more empathetic to the other’s experience.
  • There is value and meaning in learning about other people’s rituals even if they seem far off.
  • We can be enriched by others’ experiences and might find adopting aspects of their lives to our own.
  • Having your assumptions challenged is not a bad thing and it contributes to your own personal growth.  You can also help others grow by letting them express their biases/stereotypes and prejudices and work with them.
  • You can’t live in a liberal democracy without expecting to be offended occasionally: a price of freedom of expression.

For example, in the BBC documentary a young British-born  worker is matched to a Polish immigrant who owns his own construction business.  The young man contends foreigners are taking all of the jobs.  He gets to meet Mariuscz  a business owner and notices that his whole shop is full of only Polish workers which fuels his negative perception.   However, when he has a conversation with Mariuscz he realizes that these workers have a starting wage which is much lower than he would accept.  Mariuscz says he started at a low salary and worked his way up in a shop and finally decided to open his own business.  Mariuscz however is challenged to see that hiring only Polish workers is discriminatory and that he could benefit from English-speaking employees.  He is open to accepting this criticism and comes to see that his workers would learn English if there was someone around who would be prepared to speak it.  The result of this dialogue?  I would say a win-win for both participants.  Each was open to hearing the other’s point of view and challenge their own thinking.

British television shows me how much we Canadians have in common  However, I would have to say a few programs that I watched momentarily would never survive in Canada.  They are just too mean! Programs like Fat Families and Life on the DoleLife on the Dole  does not seem balanced at all.  Most of the cast consists of drug addicts, people who don’t want to work and ex-cons.  We don’t see many examples of the working poor.  If the purpose of Life on the Dole  is to make working people angry about the poor, than it succeeds in that regard.  If this program was filmed in Canada the slant would be different.  It would be aired to bring about empathy and awareness of the poor and set in a more compassionate light and with less of a classist tone.

All in all, British television rocks!  I need to run —-  Wife Swap UK is on!

 

 

Hurray! It’s Hockey Night in Punjabi!


By:  Evelina Silveira, President Diversity at Work

What is more Canadian than hockey? Maple syrup or poutine? No, not even that!  So what do you get when you add our favourite symbol with a sprinkle of Indo-Pakistani culture? Hockey Night in Canada in Punjabi!

You don’t have to understand Punjabi to appreciate the game. In fact, some of the enjoyment comes from listening to the broadcasters shout out a score.

The elation is magnified in Punjabi!

On the surface, Hockey Night in Punjabi may seem like just a hockey game moderated in another language, but its impact is far-reaching.

It’s a testament to:

  •  the “power of the buck”. It makes for great business. Punjabi is one of the most widely spoken of immigrant languages in Canada. This is a great way to expand the brand and sell! Market segmentation allows for new opportunities for growth.       Whoever thought of this was a genius!

 

  • from an integration point of view, it shows you can adapt and enjoy cultural aspects of a new country and make them your own.

 

  •  it tells us sport can bring people together whether you are an Indian-Punjabi speaker or a Pakistani one, cultural differences can be set aside to enjoy the game.

Not unlike the Punjabi spectators, when my parents came to Canada they had never seen a hockey game.  Football (soccer) was their sport of choice back home as ice rinks and snow were no where to be found.  However before long, they discovered the joys of watching Hockey Night in Canada every Saturday.  My mother could enthusiastically rhyme off the names of her favourite team — The Toronto Maple Leafs (this was the  70’s); complete with a Portuguese version of their name.  Before long, each trip to the corner store meant I had a new set of hockey cards with pictures of toothless Darryl Sittler and Eddy Shack!  I never really got into the game on TV, but did not want to break my mother’s heart. I accepted the hockey cards just the same appreciating them for the stick of bubble gum.

Integration into a new culture is not an easy thing to do, but every effort must be made to look at the brighter parts of what it can offer. Hockey Night in Canada in Punjabi tells us while cricket may always be the beloved sport in India and Pakistan, cultural adaptation is possible and necessary.

From a business perspective, it shows us immigrants have spending power and taking a one-size-fits all model may mean missing out on economic opportunities.

So, hurrah for Hockey Night in Canada in Punjabi!  You score on many levels!

 

 

 

 

How I Increased My Portuguese Fluency by Watching a Soap Opera


By:  Evelina Silveira, President Diversity at Work in London Inc.

It’s 9:00 pm and I have given up my regular date with Peter Mansbridge on the National News preferring to watch the Belmonte family:  Jose, Carlos, Lucas, Joao and Pedro navigate their business deals in the beautiful town of Estremoz, Portugal.  The Belmonte’s came into my life quite by chance one day when I was flipping channels, just wanting to relax.  Alas!  I heard a familiar language spoken on the television –Portuguese.  This was my first language that I have lost due to lack of practice.

Out of curiousity, and out of a deep appreciation for the visually appealing men I saw on the screen, I decided to give it a few minutes of my time.  Before long, I was fully engaged and not superficially either.  It became an intellectual exercise where I challenged myself to understand, by linking linguistic similarities to English.  When I started watching Belmonte about two months ago, I only understood about 60% of what I was hearing.

I have never studied Portuguese formally.  However, I had some exposure in my family of Portuguese immigrants. I decided some time ago that I wanted to learn it better but I am not someone who enjoys taking classes or listening to tapes.  I want it to be fun and not a lot of extra work.  Voila!  Belmonte to the rescue!

Sixty days later of watching 5 hours a week, I understand about 98% of what I am hearing and my vocabulary has expanded exponentially!  This isn’t your average run of the-mill American-style soap opera peppered with affairs botoxed beauties and beaus all living in their massive homes.  Albeit, the Belmonte’s do own a vineyard, a marble quarry, an olive oil business and a park, but not everyone in Estremoz is rich or perfect.

So what have I learned from this captivating, suspenseful, picturesque, award-winning soap opera?  A whole lot such as:

  • Some business vocabulary.
  • Slang expressions.
  • Many similar idioms like:  “People who live in glass houses shouldn’t throw stones”.
  • Vocabulary related to criminal investigations as one of the major plots has to do with “ o trafico de mulheres” or trafficking of women.
  • How Latin based words like “horrible”, “impossible” “incredible” etc are very similar to the Portuguese words but the “b” gets dropped for a “v”.
  • If you listen carefully many of the verbs have a Latin base and you can easily figure out what they are trying to say.
  • Portuguese is a very formal language and there are higher standards for politeness and respect for hierarchy and status.  Even the Police Sergeant uses formal titles to address suspects.  And when the characters are exchanging insults they still manage to add an:  “Desculpa”  (Sorry)  or “Boa Tarde’  (Good Afternoon)  Imagine that!
  • There are a lot of English words that have become part of the Portuguese lexicon.  For example in business:  “off-shore”; “dealer” (as in drug dealer); “okay”; “strippers” etc.

Besides increasing my vocabulary and comprehension, Belmonte has also given me a greater understanding of contemporary Portuguese issues.  For example, there are many references to how a few of the characters have lost their faith in God and don’t go to church anymore. Portugal has for centuries been one of the bastions of the Catholic faith and now it appears that even that is dying.  Poor Padre Arturo (Father Arthur) himself has decided to give up his vocation after his Italian son got killed in a motorcycle accident and the Bishop wouldn’t let him attend his funeral.  Padre Arturo is no longer counselling his parishioners about holding onto their faith but vice versa.

Then there is the issue of violence against women.  One of the plots has to do with the trafficking of women by a group of English and German investors who engage some of the business men in Estremoz in their dealings.  The show appears to want to highlight the epidemic of human trafficking in Europe but also the different aspects of violence against women.  In Sargento Susanna’s headquarters there are posters which focus on psychological abuse as a form of domestic violence.  You wouldn’t expect a poster like this in a police sergeant’s office but the producers are obviously trying to use these opportunities to disseminate important information.

On a less serious note you see how much the Portuguese love their food.  I swear Sofia Belmonte spends half of her life in front of the dining room table.  I don’t think I have ever seen so much eating in a television production outside the Food Channel!  The Portuguese use food as a cure for many ailments as you see in Belmonte. A chamomile tea is given at bed time for a sore tummy and to calm the nerves.  Victims are encouraged to eat after a trauma to gain their strength.  Sonia eats in the middle of the night to cure her insomnia. Rosario prepares a bountiful breakfast to show her love for Hugo.

Next time you are thinking of brushing up on a language don’t discount the value of actively and analytically watching a television program –even a soap opera.  You may be surprised at how it can be much more than entertainment. The key is to find an immersion activity you enjoy and stick with it.

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