Since its relatively recent independence in 1971, a total of seven national Education Commissions were formed, all of which placed various degrees of emphasis on the planning, pedagogy and learning of English in Bangladesh. Although the first Education Commission in 1974 aimed to 'decolonise' the education system and effectively exile English from the country, English has always remained a top priority in the school curriculum. Studies have linked this to residual colonial legacy inherited from the British education system.

The increasing demand for competent users of English in the era of globalisation has had a significant impact on English Language Teaching (ELT) in Bangladesh. Among a number of changes to improve the quality of ELT, teachers of English have been encouraged, even required, to adopt a communicative language teaching (CLT) approach. To facilitate the successful implementation of these changes, besides introducing local training programmes to familiarise teachers with CLT, teachers of English from Bangladesh have also been sent overseas, especially to the English-speaking West, for further training. Drawing on a qualitative research study, this paper discusses the pedagogical concerns of Bangladeshi English teachers, including those who are Western-trained, in relation to their teaching of English. It also investigates their perceptions of the politics of the Western Teachers of English to Speakers of Other Languages (TESOL) industry associated with problems of pedagogical ethics and appropriacy. Based on the findings and discussions, recommendations are offered for enhancing the quality of ELT in Bangladesh and strategically responding to the commercialised hegemonic but necessary “evil” of TESOL training.

In the current world of business, English as a Business Lingua Franca (BELF) is used in both spoken and written communication and underpinned by the paradigm of English as a Lingua Franca (ELF). While a number of research studies have been conducted exploring the spoken discourse facets of BELF users, relatively little attention has been paid hitherto to explore BELF written discourse facets, particularly, in business e-mail communication. This article examines how the BELF community discursively practices written discourse in their business e-mails. Data have been drawn from a pool of 92 e-mail messages collected from the business personnel engaged in international communications from five ready-made garments business organizations located in Bangladesh. These e-mails were exchanged between nonnative English speakers working as business personnel in the ready-made garments sector in Bangladesh and their counterparts—including both native and nonnative English speakers employed in six different countries. Applying both qualitative and quantitative content analyses, findings reveal that stylistically the components of e-mail messages are usually personalized, flexible and informal, and similar to ELF spoken discourse rather than ELF academic discourse and/or standard business letter writing. A wide range of language features have been identified in e-mails that are unique in this specific technology-based genre of communication. The awareness of these different facets of e-mail discourse has multiple implications in education.

This paper presents a systematic qualitative review of relevant literature, documents and reports, and critically discusses issues facing international students undertaking work-integrated learning (WIL) activities as part of their higher education in Australia. Initiatives utilised to better support international students on these WIL placements are described. Based on an evaluation of the data reviewed, the discussion highlights two main challenges to international students’ employment experiences: a limited competence in English communication, and a limited understanding of the local working context. In seeking explanations for the above, the authors identified factors such as inadequate student-entry procedures, limited opportunities for socialisation, limited input in cultural protocols, and the lack of soft-skills training. The recommended solutions include more uniformity between government and employer sectors, increased acceptance and support for multicultural diversity, an openness towards diverse ways of thinking, and an enhancement of training in diverse communication styles.