BY THE OPTIMIST DAILY EDITORIAL TEAM
Hispanic Heritage Month, which runs from September 15 to October 15, celebrates Latines’ significant cultural contributions in the United States. However, it also is an opportunity to address the problems that Latines confront in the workplace. Despite being a substantial worker demographic, Latinos account for only four percent of executive positions in Fortune 500 businesses, according to the Hispanic Association on Corporate Responsibility.
Arivee Vargas, a first-generation Latina lawyer and former senior career development leader who now coaches high-achieving women professionals, discusses critical tactics for assisting Latines in the workplace. Here’s how you can take action and make a significant difference.
Understanding the barriers that Latines face
Latine professionals frequently face structural and cultural obstacles that hinder their job advancement. Vargas emphasizes that the challenges are twofold: “As an individual, what do I have to do to create agency? And then there are the systems that hold Latines back.” These impediments are systematic, and they include a large wage disparity—Latines earn only 54 cents for every dollar earned by their white male peers. Even when Latines seek promotions, they don’t receive them at the same rates.
Cultural influences have an important impact. Latines are often raised to value humility and gratitude, which may make them less likely to make the case for raises or promotions. “There’s a weaponization of gratitude that Latines should always be appreciative of what they have,” Vargas explains. This cultural expectation may prevent Latines from seeking the visibility and opportunities they require to advance.
1. Educate yourself and share insights
One of the first steps toward becoming a good ally is to educate yourself on the difficulties that Latinos confront. Vargas recommends reading resources like the Lean In State of Latinas in the Workplace report, which sheds light on the systemic barriers that prevent Latinas from reaching leadership positions. The report focuses on topics such as underrepresentation, compensation disparities, bias, and discrimination.
Sharing these observations with coworkers can inspire crucial discussions about workplace diversity and inclusion. Hosting a lunch-and-learn event or organizing discussions centered on the report’s findings might help raise awareness and encourage meaningful solutions.
2. Address inequities through data-driven approaches
Decision-makers have an important role in creating a more equal workplace. A data-driven approach can assist in identifying areas where Latines have the greatest obstacles, such as hiring, promotions, and retention. Organizations can identify areas where Latine professionals are falling behind and take action to close the gap.
Advocating for diverse employment practices is critical. Ensuring Latine participation at all levels of leadership contributes to a more inclusive workplace. Vargas underlines the necessity of encouraging Latine employees to apply for leadership positions and giving them the necessary assistance to advance in those roles. Holding managers accountable for equitable recruiting processes is critical to achieving long-term transformation.
3. Demonstrate true allyship through sponsorship and support
True allyship extends beyond symbolic gestures and good words. It entails promoting and sponsoring Latine employees throughout their careers. Vargas emphasizes that true supporters “don’t just say they support Latines; they show it through their actions.”
Sponsorship is an effective way to help Latine employees succeed. It involves identifying talented individuals and offering them opportunities for mentorship, coaching, and networking. Offering counsel and advocacy at important stages of their careers can assist Latines in climbing the corporate ladder and attaining success.
4. Challenge stereotypes and stand against bias
Latines often encounter negative stereotypes in the workplace, such as being called “fiery” or “sassy.” These biases might result in microaggressions and discrimination. True allies must challenge these beliefs and speak up when they see such behavior.
Learning how to pronounce Latine names correctly is a simple but important step. Taking the time to do so demonstrates respect and helps to break down cultural boundaries. Allies should also be mindful of combating microaggressions and teaching others about the necessity of creating an inclusive atmosphere.
5. Track your progress and hold yourself accountable
Meeting diversity and inclusion objectives necessitates ongoing evaluation and accountability. Organizations should establish measurable objectives for supporting Latine staff and gauge their success over time. Regularly assessing initiatives ensures that they are effective and that adjustments can be made as needed.
Transparency is also important. Organizations that explicitly commit to diversity and inclusion activities can foster trust and demonstrate their commitment to building a truly inclusive workplace. Vargas emphasizes that “holding yourself accountable” is crucial for making sure these goals translate into meaningful change.
Creating lasting change
Supporting Latines in the workplace is about more than just recognizing Hispanic Heritage Month—it’s about addressing systemic barriers and ensuring that Latines have the opportunities they deserve. Education, sponsorship, and responsibility are critical to creating an atmosphere in which Latinx professionals may succeed.
As Vargas notes, “Our culture prioritizes being humble and staying quiet. It is important that Latines also know that it is okay to want more.” By creating workplaces that celebrate Latine voices and contributions, everyone benefits from a more inclusive, equitable environment.
