Does your organization support Hispanic talent? A quick glance at the record pay gaps and lacking Hispanic representation among U.S. business leaders points to a likely “no” — at least in corporate America.
Latino CEOs account for only 20 of the Fortune 500 companies and make up as little as 4% of board seats. Latinas endure the worst gender pay gap among women of color, earning 57% of what non-Hispanic white men were paid in 2020, according to the American Association of University Women.
As more business leaders conclude that they cannot take a one-size-fits-all approach to DEI, workplace equity may seem like an elusive, if not impossible, goal. And the Hispanic community, which spans 20 countries and over 62 million people in the U.S. alone, has proved to be a widely misunderstood demographic in the professional world, says Yrthya Dinzey-Flores, vice president of DEI, social impact and sustainability at Justworks, a workforce management platform.
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“We are different as a population because we cut across race, ethnicity and religion — you cannot group us into one space,” Dinzey-Flores says. “But Latino employees just need the same things that other employees need.”
Dinzey-Flores, who is Puerto Rican and worked in the DEI space for over a decade, knows firsthand how difficult it is for employers to grasp the needs of the Hispanic population when their race and cultures vary.
With a specific eye to Hispanic talent from Latin America, Dinzey-Flores and Victoria Park, director of communications at Black-owned media marketing company Hero Collective, asks employers to return to the fundamentals of leadership and engagement — but this time with a new focus.
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Here are five tips on how to support Hispanic talent in the workplace.
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