Go beyond Hispanic Heritage month, and make changes to your business or workplace environment to support Hispanic people and other people of color, year-round
Increasing visibility in leadership.
Seeing other Executives of color in leadership positions that younger employees of color can aspire to be can serve as a great retention tool.
Institutionalizing sponsorship and mentorship.
The responsibility for diversifying and retaining Latino talent cannot rely solely on senior Latino leaders themselves. This is why sponsoring younger professionals across racial and ethnic differences is imperative.
Removing bias from performance evaluation.
Bias can have a negative impact on Hispanic professionals and their careers within evaluations of their performance. Thus, employers should structure their performance evaluations to ensure sure bias is removed.
Expanding cultural competency awareness.
Hispanic culture has powerful values related to work ethics and duty to family. It is common for Hispanic professionals to financially support their families during their academic & professional careers. This honorable multi-year commitment to family can impact Hispanic professionals’ career advancement negatively as these familial commitments can come at the expense of developing and deepening professional relationships that often lead to advantageous career opportunities. Understanding their values can help employers know their workers on a deeper level and serve their needs.
