Hispanic Heritage Month Special: Inclusion Efforts in the Corporate Workplace
Written by: Jaqueline Clark, Student Assistant for Career Development
In 2021, only 4% of the senior executives in the United States were Hispanic. This underrepresentation originates from biases and stereotypes surrounding Hispanic and/or Latinx persons such as being undocumented immigrants or valuable employees’ customer outreach due to their bilingualism. Additionally, the corporate world has favored White, male employees in the past, which further limits Hispanic-Latinx employees to employment opportunities. In general, their skills are questioned, which can result in them quitting. To increase their representation in the corporate workplace, there are three tips provided below:
Mentorship Programs: Having Hispanic-Latinx colleagues who can provide guidance and support is essential in a context that lacks this representation. For instance, AT&T created the Latino Hispanic Grassroots Initiative, where Hispanic-Latinx employees help newcomers with topics from preparing for a presentation or identifying what to wear for an interview. Another example is Dell’s Latino Connection. Partnering with the Hispanic Association on Corporate Responsibility (HACR), Latino Connection has seasoned Latino professionals mentoring Latinx youth involved in STEM. These types of programs will not only improve inclusiveness but also provide professional opportunities to grow in the company.
Leadership Programs: Arranging programs that provide accelerated growth opportunities specifically for this demographic can aid in their leadership pursuits. General Mills, for example, hosts its annual three-day Hispanic Leadership Development Summit event Hispanic-Latinx employees enjoy development and team-building sessions to enhance their professional development. American Express’ Hispanic Origin and Latin American Network (HOLA) provide similar opportunities for current and future employees. HOLA employees provide career development opportunities and bi-annual networking opportunities. These types of programs will improve Hispanic-Latinx employees’ confidence and instill a sense of community as they work with others in a similar background to advance in their careers.
Education Programs: Providing educational programs or opportunities to teach non-Hispanic employees the importance of diversity, equity, and inclusion or Hispanic-Latinx employees to learn of others’ successes or tips to handle the workplace environment. For example, Ellucian provides multiple activities during Hispanic Heritage Month such as volunteer events, office potlucks, and Instagram takeovers where Latinx employees share their experiences working at Ellucian. Other events include General Mills’ Courageous Conversations where Hispanic-Latinx employees can have a supportive network to talk about issues in the workplace, or Keurig-Dr. Pepper’s lunch-&-learn sessions for employees to become educated on cultural topics. These types of programs will improve non-Hispanic employees’ critical thinking skills concerning race or serve as resources for Hipanic-Latinx employees.
If these measures are utilized, then it is beneficial not only for Hispanic-Latinx employees but also the corporations. Since they will feel more included in the workplace, they feel more motivated to work in this environment. Then, their representation in senior positions will increase in the future, which can motivate others to pursue these career positions. Thus, corporations will not lose valuable employees because they have learned to relate to them and support them professionally and emotionally rather than force them to adapt to their environment.
References:
Agovino, T. (2022). Closing the gap. SHRM.com. https://www.shrm.org/hr-today/news/all-things-work/pages/hispanic-executives-closing-the-gap.aspx
Agugliaro, D. (2021). 27 companies with standout initiatives to support their Hispanic and Latinx employees. Ripplematch.com. https://ripplematch.com/career-advice/companies-with-standout-initiatives-to-support-their-hispanic-and-latino-employees-7cf9443b/
Leon De, N. (2022). Better inclusion for Latino talent will build stronger organizations. Brain & Company.com. https://www.bain.com/insights/better-inclusion-for-latino-talent-will-build-stronger-organizations/#:~:text=Despite%20their%20substantial%20presence%20in,fully%20included%20at%20their%20workplaces.
Patel, J. (n.d.). Hispanic and Latinx diversity and inclusion in the workplace. Peoplescout: A true blue company.com. https://www.peoplescout.com/insights/hispanic-and-latinx-diversity-and-inclusion/