22 September 2022 by Stacey S. Joseph for ImpactEDI™
Hispanic Heritage Month runs from September 15th until October 15th. Many organizations have committed to various creative and meaningful ways to recognize and celebrate the various contributions that Hispanic and Latino/x employees make to the workforce. As we round out the month, employers should be considering ways in which they can continue to support Hispanic and Latino/x employees. Robust representation; a high level of cultural competence; a true sense of inclusion and belonging, with equitable pay is what employers will need to be committed to in order to achieve, attain, integrate diversity into every aspect of their business, while attracting and retaining Hispanic and Latino/x talent. While each industry and organization will do this somewhat differently, there are 5 asks that Hispanic and Latino/x employees have for the way through and forward.
- Opportunities for Advancement: The Hispanic and Latino/x community has a legacy of hard work and sacrifices made of prior generations. This legacy helps to shape their outlook on work and ‘upward mobility’. Hispanics and Latinos place a very high value on professional growth and aspirations. As such, employees need to be intentional about creating opportunities for growth and career advancement within the companies in order to retain and further recruit both young and seasoned Hispanic and Latino/x talent.
- Involvement in The Hispanic Community: Hispanics and Latinos have very heterogeneous cultures. It is important to know which specific cultures are prominent in your organization. Organizations must recognize that it’s essential to engage the Latino and Hispanic population in community issues, programs, and projects. Ten years of Research done by Oregon State University Extension found that in order to do so successfully, organizations should make specific efforts to: Build lasting relationships with community leaders for the purpose of establishing trust; Offer program that are offered in both English and Spanish, and include family outreach; and Back your show of support by donating resources.
- Employee Resource Groups/ERGs: Employee Resource Groups/ERGs rose in prominence especially during the social events of 2020. ERGs are not only a way for organizations to create space for Hispanic and Latino/x employees to connect with one another and be a resource for the organization, it’s also a way to support and shape the presence of marginalized groups within the organization. ERGs help organizations become more aware of the issues facing marginalized communities, thus increasing organizational cultural proficiency. The also help to increase recruitment and retention of Hispanic and Latino/x talent.
- Competetive Salaries, Benefits, and Training: Much like the general millennial population, Hispanic and Latino/x millennials came of age amid challenge economic times. They understand all too well that higher education – while costly, doesn’t always provide a clear pathway to financial success. The median wealth of white households is 18 times that of Hispanic households. While it’s important to note that family and career fulfillment outranks higher salaries for many Hispanic and Latino/x millennials [because they hold a responsibility for building generational wealth] competitive salaries accompaniedby excellent benefits are an imperative. Additionally, providing training programs that are tailored to the specific skill building needs and ESL (if applicable) needs of the Hispanic and Latino/x community will enable advancement.
- A Stable & Secure Work Environment: If you want to become and/or remain an employer of choice among Hispanic and Latino/x employees, you need to understand the value that is placed on family, culture, and a desire for self improvement. Employers need to understand that Hispanic/Latino/x employees stay at jobs where they feel a sense of family. Employers ought to be intentional about showing care for employees [and] their families. Hispanics and Latino/x employees also need to feel like their talents are being utilized. They want to work hard, get ahead, improve their skills, and get promoted. As such, employers must ensure that they are recognized for their contribution to the organization. In conjunction with this, employers must take efforts to create employee performance review practices, processes, and policies that achieve equitable outcomes.
Hispanic and Latino/x employees see their heritage as central to who they are and what they bring to table. They also believe that representation at all levels, efforts toward retention, continued development, and community involvement is a true testament to whether or not an organization truly understands and values the Hispanic and Latino/x community. To this end, employers must see developing enterprising approaches to meet the specific needs of this growing population.
If you or your organization is interested in learning more on this topic, reach out to us at info@impactedi.com and ask about our workshop Hispanic Heritage 101: Recruiting, Understanding, Managing, and Growing Your Hispanic and Lation/x Workforce.
Stacey S. Joseph, CDP, ODCP, MBA – Stacey Joseph (she, her, hers, we) is a Certified Diversity Professional, Certified Somatic Practitioner, and Founder of ImpactEDI™. She facilitates trainings, workshops, and somatic healing sessions around diversity, inclusion, racialized trauma, and creating safe spaces of belonging. She is also a regular contributor to the ImpactEDI™ blog. You can connect with her on Linkedin or email her at stacey.joseph@impactedi.com.