How to be an Ally to Latinas this Hispanic Heritage Month

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hispanic heritage monthIf you take a look through a list of CEOs at Fortune 500 companies, you’ll find that 10% of the most senior leaders are women. After many years at the 8% mark, the start of 2023 brought a slight jump with 5 female CEOs being installed. These CEOs include Karla Lewis of Reliance Steel & Aluminum, Julia Sloat of American Electric Power, Jennifer A. Parmentier of Parker Hannifin, Stephanie Ferris of Fidelity National Information Services, and Maria Black of Automatic Data Processing. Although this is a win, there is still a considerable amount of work to be done to make the leaders of companies more representative of the people who work under them. And one of these areas that needs the most focus is the number of Latina professionals in leadership positions.

In the United States, the Latinx population are a major economic driver, contributing over 28% of the US GDP, as well as being the second largest ethnic group. Yet, they are the one of the least represented in the professional world, Latinas especially. Latinas make up 10% of the national population but hold less board seats at Fortune 500 companies (less than 1%)  compared to any gender, ethnic or racial group. White women hold 1226 seats followed by Black women with 183 and 89 seats for women from Asian descent. While Latina professionals hold the smallest number of seats, thirty less than women of Asian heritage, as of 2022 women overall still only hold 30% of Fortune 500 board seats.

Currently, in 2023, there have been only three Latina CEOs in these companies. The first of these CEOs was Geisha Williams who acted as CEO of Pacific Gas and Electric Company (PG&E) from 2017 to 2019. She is the first Latina to ever hold the title of CEO at a Fortune 500 company. The second was Cheryl Miller who was CEO of AutoNation from 2019 to 2020. The third, and only current Latina CEO, is Priscilla Almodovar who began her journey as CEO at Fannie Mae at the end of 2022.

Although Latinx accounts for over 18% of the total population in the United States, the number of board seats allocated to Latina professionals is around 1%. Ester Aguilera, CEO of the Latino Corporate Directors Association (LCDA) shares, “In fact over the last 10 years, between 2010 and 2020, Latinos only gained 1%. We went from 2% of corporate board seats to 3%. Latinos and Latinas are invisible in the C-suite and the boardroom. For Latinas, it’s even smaller. Only about 1% of the public company board seats are held by Latinas.” Aguilera attributes this small number to lack of visibility which makes companies feel as though they cannot find qualified Latinas to hire for board positions. The LDCA prides themselves on helping quicken the search to find qualified Latinx professionals and have created a directory with a talent search tool to hone the search for Latinx employees.

What Can You Do To Be an Ally to Latina Professionals?

Understanding that there is a gap for Latina executives is the first step, but deciding what tactics you can bring into the workplace is the most vital step. It can be very difficult for a company to work cohesively if there is not a level of trust and safety felt by its employees. Amy Edmondson introduced the concept of team psychological safety in 1999. Research shows that it still rings true today in making employees more content in the workplace, lowering levels of conflict between coworkers while boosting higher levels of performance. When speaking of psychological safety, Edmondson explains, “Psychological safety exists when people feel their workplace is an environment where they can speak up, offer ideas, and ask questions without fear of being punished or embarrassed.”

In keeping true to the concept of psychological safety, employers must be willing to create an inclusive environment for all backgrounds and cultures. The Harvard Business Review found that 76% of Latinx employees repress parts of themselves at work. This includes their appearance, accents, body language and communication styles which are all part of executive presence, an important element when defining leadership potential. They also found 43% of Latinas feel as though they need to push aside their authenticity to meet the standards of executive presence at their companies. Employers need to create a space where Latinas can be their true selves and below are just a few examples as to how this can be achieved.

Check Your Own Bias

The change will start with you. As a leader, you are the first obstacle to creating an inclusive space. Take some time to sit with yourself and understand what biases you may have. Think about taking an Implicit Association Test to explore your biases. Once you’re aware of your biases, pay attention to them. Take a step back and think about why you made a decision and if your biases had any influence on that choice. See if there are any stereotypes you are holding in your head such as “I don’t like to work with her, she’s too fiery.” Or “I can never understand what she’s saying, her accent is too strong.” Acknowledging your own biases, and apologizing when they get in the way, is a considerably positive step to creating a healthy team culture.

Engage in Active Listening and Use That Information for Change

While attempting to increase any type of inclusion, leaders should strive to listen to what their team is telling them. Take time to connect to your employees, listen actively and be aware of who they are. If leaders want to retain Latinas and hire more, listening to their needs is overtly important. In learning about needs, you need to let the employees lead the conversation and make sure you ask questions and participate so they know you are listening to understand. From what you learned in these conversations, bring change. Create new policies that meet their needs and help them feel more comfortable in their work environment. Knowing the workplace they would be joining is a safe place, where they don’t have to hide their true selves, would be a driving factor to hiring more qualified Latinas.

Increase Opportunities for Latinas

Another way to help increase the number of Latina professionals is to provide more opportunities for advancement. One way would be to implement a mentorship program in your company. You can follow examples such as the one set by JPMorgan Chase. JPMorgan Chase has created an initiative for advancing Hispanic and Latinx in which they provide activities with emphasis on career readiness and support, entrepreneurship, community development and financial help. Having someone to go to for advice will help Latinas feel like they belong as well as give them someone who may have been in their position to help them advance confidently. The JPMorgan Chase initiative also includes fellowship programs for collegiate level Latinx to help them find their way while still in college. Applying an initiative like this, with a focus on Latinas, could create a better laid out path from college to executive positions. You may also try implementing groups for Latina women to connect with each other and share their own stories. Networks and connections play a large role in advancement in today’s professional occupations. Creating a space where Latina employees can feel as though they belong, with people who look and speak the same way they do, can help increase their executive power and feeling of confidence in an executive position.

While all of these ideas can positively affect Latinas professionally, you must keep in mind that change cannot happen overnight so stay focused. By following these suggestions, you can help take that step towards increasing the number of Latina executives in the professional leadership community. This Hispanic Heritage month, remember to be aware of your own biases, listen to understand, and work to increase opportunities for Latina professionals. Supporting this growing community is essential for companies to retain their Latina employees and create a space in which others will want to join.

By Chloe Williams

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Latina Inclusion: Do Not Check Your Identity at The Door!

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Latina Inclusion FeatureThe gap in Latina leadership in Corporate America is still an inclusion issue. But as more Latinas decide to go where they are valued, it’s Corporate America that is losing out the most – and more so in the future.

Hispanic and Latina women comprise only 1.6% of senior executives in the U.S.’s largest companies, less than other major demographic groups. USA TODAY reviewed 92 companies in the S&P 100 and found 18 had no Latinas in senior executive positions: including Apple, CostCo and Netflix. While few had a proportion equal to representation in the U.S. Workforce, PepsiCo, Procter & Gamble and Visa came closest.

It’s not just senior management: Latinas are underrepresented as only 4.4% of managers and 3.2% of professionals. And, according to the Latino Corporate Directors Association, Latinas hold only 1% of board seats in Fortune 500 companies, fewer than other gender or ethnic groups. But Latinas comprise 16% of the female labor force – the largest group behind white women, and by 2029, are projected to be 9.3% of the total US labor force.

Hispanic women earned 16.4% of bachelor’s degrees and 12.3% of master’s degrees in 2020, and Latinas represent 56% of Latinx students, though Latinx enrollment has taken some hit since the pandemic. Over two million Latina-owned small businesses exist – the fastest growing segment of the business community – with over 87% growth in business numbers since 2007. Latinas are creating business six times faster than any other group.

Barriers to Inclusion

Comprising 19% of the population and growing, Hispanic buying power continues to accelerate and demand that organizations understand this market.

While Latina women should have good reason to feel more emboldened than ever to bring their full identities to work through culturally relevant Latina leadership, they continue to be under-supported to do so and underpaid by corporate America.

When it comes to the paycheck, Latinas earn 55 cents for every dollar earned by non-Latino white men: even in the exact same job. Latinas earn 28% less than white women. The pay gap is also widest for Latinas with college degrees.

While Latinas ask for promotions and raises at similar rates to white men, the “broken rung” is exposed when you consider that Latinas are only 71% as likely as men in general to be promoted. Only 19% of Latinas feel supported by white co-workers. Only 5% of Latinos overall in big companies say they have a sponsor, whereas Latinos who do have sponsors are 42% more likely to be satisfied with career progression. Latinas who have reached executive levels often report the importance of that sponsorship in reaching where they are.

Latinas have reported being cast as caretakers, or the media image of ‘jefa of the household,’ rather than corporate leaders. Latinas are arguably more culturally wired for community building, a deeply held value which they often practice at home and that would serve organizations, but the value of individualism still dominates vertical mobility.

Latina women also report, according to Esther Aguilera, CEO of the Latino Corporate Directors Association, having to overcome biases around accents and myths and misperceptions around capabilities – which leads to a cycle, as we’ve heard echoed at The Glass Hammer this month, of Latina execs still feeling the internal drive of needing to prove themselves.

Indeed, 63% of Hispanic leaders indicated they have to work harder because of their ethnicity. And two in three Hispanic professionals felt educating coworkers around DEI falls upon them, spending substantial time whether it relates to their job or expertise.

Compared to non-Hispanic peers, Hispanic professionals are 53% less likely to feel included at work and 53% less likely to say they’re comfortable fully expressing their identities at work. Latina women have reported having to “check their identity at the door” or adjust their persona (code-switch) to fit into white masculine stereotypes of leadership.

The Post-Pandemic Impact

So it may come as no surprise that UCLA found that Latinas are leaving the workforce at higher rates than any other major demographic. Between March 2020 and March 2021, the workforce lost 336,000 Latinas, a drop of 2.74% in the workforce. Perhaps the promise of the American dream became too far stretched in reality for some, taking too much emotional, mental and physical toll without enough reward. One qualitative study found that senior level Latina talent were exiting Corporate America because of poor culture fit and a lack of evidence that Latinas were being structurally promoted.

“The Latina Pathway to Excellence in a Post-Pandemic World” report shared how the pandemic had changed the employment outlook of many Latinas. They both felt more invisible and yet found a “new virtual world confidence” in which they’ve learned to promote their profile more authentically at a professional level.

Mid-career Latinas expressed challenges such as: difficulty in maintaining their true selves in the workplace, a lack of champions they could identify with and trust, a lack of management check-ins, and lack of access to upper management. They emphasized the value of knowing your unique gifts and individual brand and leveraging the value that intersectionality brings to the table.

Executive-level leaders discussed promoting your distinct qualities, developing more skills and taking risks to seize opportunities amidst reduced visibility. They emphasized the importance of overcoming imposter syndrome as well as cultural Latin gender norms, being ‘ready to represent’ at the upper echelons amidst disproportionate scrutiny, and seeking mentorship and sponsorship (many had been sponsored by Latino men). They also encouraged trusting in the “Latina 6th sense” of intuition and decision making. Some C-Suite Latinas had leveraged the virtual meeting place to create new connections and visibility with senior leaders.

As written in Be Latina, “The growth of the virtual world allowed, in certain ways, for ‘authenticity in the business world.’”

It’s about Latina Inclusion

So what about organizations that want to get serious about promoting Latina talent? The answer is valuing the culture add and fostering cultural inclusion. At base level, greater inclusion for Hispanic and Latina women requires at least three things:

  1. Address unconscious bias in talent management decisions – Too many talent decisions are riddled in bias at each level (hiring, promotion, pay) and inhibiting organizations from leveraging and promoting Latina talent. From entry level recruitment to promotion to senior posts to pay packages, it’s possible to identify and shake up the way approaches have kept Latina talent from top positions.
  2. Make sponsorship happen – Ideally through formal sponsorship programs, managers and senior leaders should be challenged to reach beyond their own affinity bias and the gap in sponsorship for Latina women must close to transcend the block to corporate leadership.
  3. Encourage authenticity – Build a culture that celebrates each individual’s perspective, and the intersectionality that often informs that perspective, rather than pressures Latina women to forgo their wholeness to belong in the corporate workplace.
Please Don’t Check Your Identity!

Ask Hispanic and Latina executives, and showing up authentically can be the biggest challenge, but ultimately, there’s no path to stronger performance and personal fulfillment than being able to be who you are.

Latina women are bicultural, bilingual and possess many aspects of cultural wealth that can be leveraged as a leader. In part because of what it’s taken to get this far, Latinas often have developed strong skillsets of resilience, creativity, optimism, social ease, charisma, passion, relationship-building, multi-tasking and adaptability.

It’s recommended that Latinas who wish to thrive look for strong cultural fits that will value your whole selves, be persistent and also know when to adapt and take risks to overcome barriers. It’s important to accept imperfection in selves and others and be grounded in your ethnic background while navigating two cultures. Surround yourselves with mentors and those who can support your advancement.

One hunch about Latina leadership: it’s happening and those who embrace cultural diversity and inclusion will know the advantage of leveraging it.

By Aimee Hansen

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14 Key Career Insights From Latina Leaders in Business

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Latina Leaders in BusinessAfter sharing top tips on self-promotion from Latina leaders in business as part of our Hispanic Heritage month coverage, The Glass Hammer continues our two-part feature with more key insights from Latina leaders we’ve interviewed across the past years:

1. Value Those Who Show Up For You

If you want people to take personal interest in developing you, value the gift of energy and time they give, advised Cassandra Cuellar, Attorney at Shearman & Sterling.

“People are more than willing to have conversations with you when you show you appreciate their time,” said Cuellar. “Female partners whom I don’t even work with have reached out, which was so impressive that these busy women would welcome me and offer their support.”

Update: Cassandra Cuellar remains an Attorney in Shearman & Sterling’s Emerging Growth practice group, with the firm now for over 3.5 years.

2. Embrace the Learning Phase

You’re not expected to be an expert when you begin, emphasized Lina Woods, as Director, Global Digital Go-To-Market Leader at PwC.

“There were times of stress when I should have realized it was okay to learn along with everyone else,” realized Woods, ”and I see now that I could have harnessed that perceived vulnerability and realized you should just dive in and do your best.”

Update: With PwC for over five years, Lina Woods was appointed to Managing Director and Commercial Product Strategy Leader in June of this year.

3. Balance Intuition with Receptivity

Growing as a leader means both trusting yourself and being receptive to feedback, observed Priscila Palazzo, as Legal Director at WEX Latin America.

“While law might appear to be my main job, I also excel at understanding people and their behavior,” said Palazzo. “It’s important to be open to new ideas and thoughts, but especially to feedback. If you seek it out and reflect on it, it can help show you areas where you can grow and improve. As women, we tend to follow our hearts and intuition, but we need to balance that with feedback.”

Update: With WEX Brazil for over seven years, Priscila Palazzo is General Counsel.

4. Look Up And Around

You benefit hugely by looking up from your work and connecting, noted Anita Romero, General Counsel, Global Consumer at Citibank.

“When you’re first starting out, you’re so focused on doing excellent work that you don’t realize the many benefits of seeking advice from peers in your network,” said Romero. “People learn over time, but had I known that up front it would have really helped.”

5. Be Resilient With Your Vision

It’s easy to lose faith at obstacles, but Cristina Estrada, Head of Derivatives for the Latin America Financing Group, Investment Banking Division at Goldman Sachs, encouraged to keep the course.

“Pursuing what you are passionate about and chasing your dreams are key to having a successful career,” said Estrada. “Being patient is important though: there are ups and downs in everybody’s journey. Persistence and seeing beyond occasional difficulties pay off.”

Update: With Goldman Sachs for nearly 17 years, Cristina Estrada remains in her position.

6. View Detours As Opportunities

What appears as a career deviation may become your next adventure, guided Isela Bahena, Managing Director, Private Infrastructure Group at Nuveen Real Assets.

“It might seem scary, but looking back I see a lot of growth when I took those chances. There will be challenges, but sometimes the bridge is going to look different when you actually cross it,” said Bahena, known by junior colleagues for being calm amidst changes. “I tell them that’s because in the long run I always see them as opportunities.”

Update: With Nuveen Real Estates for over 3.5 years, Isela Bahena remains in her position.

7. Be The Change

Be the change the you wish to see, championed Elizabeth Nieto, as Global Chief Diversity and Inclusion Officer at MetLife.

“Women who have power can continue to push the envelope on women’s interests. We can complain about where we are or focus on what we’re achieving. Things may not be perfect in the corporate world, but we’ve accomplished a lot and we have to build from here,” encouraged Nieto. “Our daughters are watching us and making decisions about their lives based on how we make decisions about our own lives.”

Update: After nearly seven years at MetLife and a two year stint at Amazon, Elizabeth Nieto became Global Head of Equity and Impact at Spotify in March.

8. Create the Belonging

Women need to become aware of the barriers they impose upon themselves and invite each other in too, emphasized Yesi Morillo-Gual, as Founder and President of Proud To Be Latina.

“I started Proud To Be Latina because of some of the challenges I faced in my own career. These included things like not knowing how to navigate the landscape, not knowing about the unwritten rules, not having a lot of support, and also not really believing that I belonged because the majority of my colleagues did not look like me,” said Morillo-Gual. “There is a sense that we don’t belong, or that we have to leave who we are behind in order to advance our careers. We tend to question ourselves and our abilities.”

“I often hear women say that corporate America was not designed for them, and in response I tell them that corporate America may not have been designed for me, but I was designed for corporate America,” she added.

Update: Yesi Morillo joined Cushman & Wakefield as Director, Global Head of ERGs & External Partnerships in April.

9. Ask For Support

Getting past the notion of being the totally independent woman is hard but it’s also growth, shared Rosa Bravo, Business Development Director at Accenture, who started her career as an aerospace engineer.

“One of the things I wish I had known earlier is that it’s okay to ask for help. There are so many choices you have to make along the way, and you just can’t do it alone,” reflected Bravo. “I’ve been culturally conditioned to be a strong woman, to want to be able to do everything on my own. It took a few years to feel comfortable to raise my hand and ask for help when I needed it, but it made things much easier when I did.”

Update: Senior Technology Executive Rosa Bravo has been with Accenture for over 27 years.

10. Don’t Delegate Your Career Path

It’s important to design your own career rather than delegating that to your boss, asserted Valeria Strappa, as Head of Efficiency and Cost Management for Citi Latin America.

“What I think is important is to first be the designer of your own destiny and second, to learn that you might not necessarily get what you think you deserve, you will get what you are able to ask for and to sell for your results,” said Strappa. “A lot of times women think people will recognize their work. And they do, but that doesn’t mean you get what you were expecting for it. You have to be able to solve a big problem for a big leader and of course be able to stand up and show your results.”

Update: After a decade with Citi, Valeria Strappa has been with JPMorgan Chase & Co for nearly five years, and was appointed Managing Director – Head of M&A Integrations and Client Relationship Management in January 2020.

11. Embrace Change As a Catalyst

Change can be disruptive, but Elizabeth Diep, back when she was Senior Manager in PwC’s Asset Management Practice, challenged women to leverage it to advance their careers.

“Be open minded. There is such a changing landscape in this profession. We are seeing growth in Latin America, while in Europe, there are challenges now but absolutely something different is going to come out of it. It’s about being open to opportunities and not hesitating to take on new roles,” advised as Senior Manager, Asset Management Practice at PwC. “Every experience, whether good or bad, is going to help you grow. Don’t resist change. Change will help you become a seasoned professional a lot faster and a lot better.”

Update: Elizabeth Diep made Partner in 2013, and has been with PwC for over 21 years.

12. Leverage The Cultural Asset of Connectivity

Nellie Borrero, Managing Director, Senior Strategic Adviser of Global Inclusion and Diversity at Accenture, expressed that Hispanic women have an advantage in relationship building.

“We understand the advantage of relationships – it’s so embedded in our culture. That savviness and understanding of the importance of relationship building and maintaining relationships comes naturally to the Hispanic community,” asserted Borrero, who emphasized to network strategically: “And I would like to see young women do more of this: be able to reach out to the women at the top, and absorb that coaching and experience they can share. Become a sponge and absorb as much as you can. If they’re up there, they’ve found a way to make it work.”

Update: With Accenture for nearly 28 years, Nellie Borerro remains in her position.

13. Empower Yourself To Ask for What You Want

Twenty five years into her career, Marilyn Foglia, Managing Director and Head of Latin America at UBS Global Asset Management, realized it didn’t pay to be timid.

“I wasn’t always so persistent about getting my ideas on the table – but now I am!” Foglia declared. “If you’re too polite and wait for an opening to speak you may never get a voice. Don’t be afraid to ask for what you want. We women tend to think that if we work hard, we will be rewarded. But we have to ask for it.”

She encouraged women not to think of themselves as having less opportunities: “If you do that, you become afraid to voice your own opinion. Be sure to express your beliefs broadly. People will eventually hear you – that’s how you get recognized and move up the ladder.”

Update: With UBS for over 28 years, Marilyn Foglia remains in her position.

14. Find a Culture You Can Thrive In

Put the right environment at the top of your criteria when it comes to career-related decisions, advised Noelle Ramirez, Project Manager, Diversity, Equity & Inclusion at PGIM.

“Culture first. Seek out advice from people that are already there. What has their experience been? Do they feel comfortable? Do they feel like they can bring who they are to the table? If the answer is yes, that’s a good place to start. It takes away a lot of productivity and energy to not be who you are,” said Ramirez. “Go somewhere where you can be yourself. I’m very passionate in my delivery and it’s part of my culture. Making sure I’m in an environment where that doesn’t have to be shut off is important. Look for environments that are ready to receive you, because that’s where you’ll be your most productive, innovative, creative and strategic.”

Update: Interviewed earlier this year, Noelle Ramirez remains in this position, with PGIM for nearly 2.5 years.

We hope you enjoyed this two-part retrospective!

By: Aimee Hansen

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11 Tips From Latina Leaders on Self-Confidence and Self-Promotion

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Latina leadersAs part of celebrating Hispanic Heritage, The Glass Hammer covers career insights and tips shared by Latina Leaders in business whom we’ve had the fortune to interview over the years.

In this retrospective two-part feature, we’ve mined the best experience-based guidance across our profile interviews with Latina leaders. As the theme of authenticity, self-confidence and self-promotion have been emphasized again and again, we focus entirely on facets of this critical message for part one of this feature.

1. Claim Your Self-Worth Early In The Game

Entering an industry or an organization where too few people look like you can be challenging, but there is never a more important moment to believe in yourself and claim your worth, emphasized Ivelisse Rodriguez Simon, Managing Partner at Avante Capital Partners.

“I wish I had known from the start of my career that I should have more confidence in myself,” said Rodriguez Simon. “Over time I’ve realized that you should never doubt your own capabilities. There may be obstacles, but you can do it. With a lot of luck, hard work and great mentors I’ve made it in this industry, which is hard for women, especially minority women.”

Update: Ivelisse Rodriguez Simon remains in this position, now with Avante Capital Partners for nearly 13 years.

2. Embrace All of Who You Are

Finding an authentic sense of self is essential for all women, but especially for young Latina women just starting out in their career, impressed Yvonne Garcia, as Senior Vice President and Global Head of Client Solutions, Investment Manager Services at State Street Corporation.

“It is critical to realize that the diversity of thought and cultural experiences that you bring are so valuable to organizations. Embrace who you are, make sure you find mentors and sponsors that will help you develop and grow as a leader,” advised Garcia. “Get involved in volunteer organizations like ALPFA where you will be able to grow and give back at the same time.”

Update: Yvonne Garcia was promoted to Chief of Staff to CEO at State Street in January 2019.

3. Stay Authentic To Your Truth

In tech for over two decades, Rocio Lopez, as IT Executive at Accenture, realized at a deeper level from Accenture’s Hispanic American Employee Resource Group (ERG) that she needed to be authentic about what she brought to the table as a talented Hispanic technologist.

Both passionate about advancing diversity and leading Latinx American talent attraction initiatives, Lopez said: “The one piece of advice I would give to anyone is to be authentic. For the longest time, I was trying to run in a different size shoe – actually a male size 8. It wasn’t until I met my ERG family that I realized I like my 7.5 size red high heels.”

Update: Now with Accenture for over 26 years, Rocio Lopez was promoted to Technology Strategy Lead NA Education Practice in January 2020.

4. Allow Your Unique Personality To Shine

By allowing her unique self to shine through, Laura Sanchez, Managing Director, Private Wealth Management at Goldman Sachs, found that she was better able to form more impactful bonds with clients and colleagues that helped to create a more fulfilling career.

“When you’re new – and I had also switched industries – you may be anxious about fitting in and looking like everyone else or acting like everyone else. But trying too hard to fit in can stifle who you are. To not be yourself for the majority of your day creates a lot of stress,” Sanchez reflected. “When I’ve been true to myself and let my own light shine through, that’s when I’ve been my best. That’s when I think the success started.”

Update: Laura Sanchez remains in this position, now with Goldman Sachs for over 27 years.

5. Become A Supportive Friend to Yourself

Believing that women had many advantages in the area of dispute resolution, including the ability to appreciation a situation from multiple perspectives, Ximena Herrera-Bernal, as Counsel in the International Arbitration Group at Shearman & Sterling, London, urged women to encourage the truth of their own voice in the room.

“It is imperative to believe in your abilities and to make your views appropriately known,” Herrera-Bernal said.“ When you’re doubting yourself, imagine that you are giving advice to a female friend who is experiencing the same issues. Then listen to your own advice.”

Update: After 16 years with Shearman & Sterling, Ximena Herrera has gone on to be a Founding Partner in Gaillard Banifatemi Shelbaya (GBS) Disputes.

6. Let Your Difference Empower Your Voice

The very thing that once inhibited you from using your voice is often what validates its importance, asserted Noelle Ramirez, Project Manager, Diversity, Equity & Inclusion at PGIM.

“I bring to the table my lived and learned experience as a woman, a lesbian woman, a Hispanic woman,” said Ramirez.“ The things that kept me quiet in the room before are the things making me speak the loudest in the Diversity, Equity & Inclusion space.”

Update: Interviewed earlier this year, Noelle Ramirez remains in this position, with PGIM for nearly 2.5 years.

7. Be Forward About Owning Your Work

It was a decade into her career before Paula Arrojo, Managing Director and Private Wealth Advisor, Investment Management at Goldman Sachs, figured out that she had to match her hard work with her self-promotion.

“Women often expect that if you work really hard you’ll be noticed and rewarded. But they need to realize how important it is to let the right people know what they’re working on and what they want next – what team, what clients,” Arrojo said. “If you want to go for it, you have to position yourself to have that credibility. Had I known to be more strategic in this area earlier, I would have saved a lot of time getting to where I am.”

Update: Paula Arrojo remains in this position, now with Goldman Sachs for 21 years.

8. Beyond Your Role, Build Your Personal Brand

After watching too many women voice their great idea only after the meeting finished, inhibiting their success from their hesitation to speak up, Patricia McCarthy, Managing Director at Goldman Sachs, emphasized the importance of being proactively seen and heard.

“When you have good ideas, you need to voice them and add value. Remember that your job is to contribute to your team, and that entails being confident and pushing yourself beyond what your perceived role is,” McCarthy noted. “More than achieving a title or promotion, my biggest source of pride is establishing a personal brand as an individual who can improve a process.”

Update: Patricia McCarthy remains in this position, now with Goldman Sachs for over 17 years.

9. Be Your Own Best Advocate

When it comes to advancing as you become more senior, Grissel Mercado, as Counsel at Shearman & Sterling LLP, emphasized you have to go beyond focusing on doing excellent work and build a profile.

“Young attorneys tend to focus on delivering excellent work, which is important, but also expected. You also have to seek out opportunities to network,” said Mercado. “Nobody is a better advocate for you than yourself. Women need to take more initiative. If you’re talking with the team before a call, mention a success, just as a man would.”

Update: With the firm for 14 years, Grissel Mercado was appointed to Partner at Shearman & Sterling LLP.

10. Self-Promote To The Leaders Above You

Take the shame out of self-promotion and instead learn how to do it by doing it, emphasized Ilka Vázquez, Advisory Partner at PwC US.

“I think it’s ok to brag a little about your impact and what you’re bringing to the table. We assume someone is noticing our great work and will reward us, but the reality is that you can speed up the process if you talk about your success to people who are influential,” Vázquez noted. “Your elevator speech gets better the more you give it and can help you establish a personal brand.”

Update: Ilka Vázquez remains in this position, now with PwC for 11 years.

11. Know That You Are Ready (Enough!)

Opportunity is the chance to grow into the role, communicated Neddy Perez, as Global Head of Diversity & Inclusion, Talent Management COE at McCormick & Company.

“Women are still socialized to put their heads down and work hard with the hope that someone will recognize your success. The reality is you have to become your own best advocate. As long as you feel comfortable with 70% of requirements of a job then go for it,” encouraged Perez. “No one is ever 100% ready for their next job; we just have to get comfortable with asking for what we want and going for it.”

Update: Neddy Perez remains in this position, now with McCormick & Company for nearly 3 years.

Look out next week for part two of this series on wisdom and insight from Latina leaders in business over the years.

By Aimee Hansen

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Embracing Culturally Relevant Latina Leadership

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Latina LeadersTheglasshammer is celebrating Hispanic Heritage Month 2021 with profiles of Latina leaders and feature themes.

When we look at the numbers among corporate leadership for Latinx executives, little has quantitatively shifted, but what is finally evolving is the talk around the journey: towards valuing culturally integrative leadership.

Latina Style called out the Top 10 Corporate Latina Executives of 2020, included Agnes Suarez, President & CEO of AIG; Leticia M. Sanchez, Executive Director and Market Director of Banking at JP Morgan Chase & Co. Customer Bank; Luz Esparza, Managing Director, Los Angeles of Accenture; Patty Arvielo, Co-Founder and President of New American Funding, and Patty Juarez, National Diverse Segments Director, Commercial Banking Group, Wells Fargo & Company.

But among 16 current Hispanic CEOS of the top S&P 500 companies, women hold none of those positions. Between 2000 and 2020, Latinx have made up only 36 of new Fortune 500 CEO appointments, and there’s been 41 Latinx CEOS, with only two being women.

While calling out Latinx tech leaders, Latin America Reports points out that Latin America itself has been now birthed 17 unicorns, 14 of which have developed in the last three years, and mostly in finance, insurance, and real estate.

Nit Reeder of Ernst & Young notes that Latinx entrepreneurs are leading the start-up scene, with over 40% of Latinx entrepreneurs being millennial and Latinas starting up businesses at five times the rate of their male counterparts. But the same time, even as far back as November, Covid-19 was closing a third of Latinx-owned businesses.

And in a broader glance of the Latinx working population, a recent Aspen Institute report emphasizes integration of the Latinx workforce into the digital economy—as the group highest at risk of digital displacement from automation.

Gaps in Both Perception and Opportunities

The IBM Institute for Business Value published a survey report called Untapped Potential: The Hispanic Talent Advantage, based on 1000 Hispanic leaders offering their perceptions on the opportunities and lack thereof in the corporate workplace during a 33 hour virtual jam session.

When it comes to perception of the Hispanic community, only 16% of participants felt the community is unified and nearly nobody (2.5%) felt the perceptions of the Hispanic community reflect the reality.

They found 41% of Hispanic executives say they benefited from formal mentoring or training but only a quarter of junior managers felt they had access to mentoring programs and only 31% had access to workplace training.

Only 1 in 5 felt empowered to overcome the professional challenges they faced.

The experience of prejudice or feeling they needed to work harder was very prominent. 87% of all participants had experienced racial prejudice, and 63% had experienced prejudice due to accent, language or speech pattern. 63% of the participants felt they had to work harder because of their Hispanic identity and 82% of Latinas felt they did not get the respect they deserve. Latina women were also more likely to cite discrimination based on gender (78%) than white women (67%).

Among the senior leaders, they were most likely to give value to strong communication skills, personal organizational skills, and business savvy in terms of capabilities that supported their success. “Success” was most likely to be defined as both “achieving financial security” and “creating positive change”.

The report notes that a key gap was between the value that mentorship had played in supporting the more senior Hispanic leaders and the lack of mentorship reported available in the perception of the junior managers aspiring to leadership, urging companies to create a hiring advantage by cultivating more mentorship and sponsorship opportunities for young Latinx talent.

Latina women with sponsorship earn 6.1% more than those who lack sponsors, and early on, it can contribute to more stretch assignments and promotions.

Culturally Relevant Leadership Development

Whereas misperception of identity and feeling penalized for it are brutal headwinds to face in the corporate environment, there is increasing encouragement for Latinas to focus on turning this to your advantage.

Recent qualitative dissertation research entitled Recognizing La Cultura: The Experience of Cultural Scripts in Latina Leadership out of the University of St. Thomas, Minnesota found that in different ways, cultural identity and firsthand experiences can be catalytic in informing leadership approaches and trajectories.

Cultural scripts included:

  • familismo: the importance of close, protective, and extended family relationships
  • marianismo: gender roles according to which women are expected to be selfless, self-sacrificing, and nurturing
  • personalismo: creating personal and meaningful relationships
  • colectivismo: the importance of belonging to a group and recognizing the needs of that group
  • respeto: high regard granted to persons because of their formal authority, age, or social power
  • simpatía: promoting pleasant interactions and positive relationships, while avoiding conflict and disharmony

Based on her findings, Patricia E. Conde-Brooks, the dissertation author, emphasizes that “culturally relevant leadership development needs to be encouraged in the Latino community,” meaning the integration of cultural assets as fuel in the leadership journey.

She found that Latina leaders sustain a strong cultural heritage, and that leveraging the positive aspects of these cultural scripts not only fosters pride and empowers Latina women, but can be leveraged as important leadership assets in your toolbox.

At the same time, overcoming the inhibiting influence of marianismo is part of the journey for some Latina women. And while self-promotion is often felt to go against the cultural grain, a survey into women’s fear of self-promotion found that “African American (44%) and Hispanic (47%) women are far less likely to downplay their strengths and abilities than white (60%) women”: influenced by their generally younger age profile.

One organization tapping into social and navigational cultural wealth to accelerate Latina women to the C-Suite is LatinaVIDA, whose mission “is to empower and equip Latina professionals to overcome systemic workplace barriers through culturally relevant leadership programs.”

Drawing from the key traits that define many successful Latina leaders, the organization focuses on fostering Visibility (getting noticed for your talent and leadership), Identity (strong comfort with personal and cultural identities), Determination (holding your personal vision despite challenges and barriers) and Action (a willingness to step up and take responsibility of all facets of your life).

LatinaVIDA offers a number of programs and events, including culturally relevant peer-to peer empowerment, mentorship, collaboration and leadership development.

By: Aimee Hansen

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Voice of Experience: Mariana Martinez, Family Dynamics Consultant for The Private Bank, a Wells Fargo business

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Mariana MartinezSponsorship has always played an important role in Mariana Martinez’s career.

“I have been guided and helped by other professionals who might have pushed me to my limits, but that just allowed me to expand those limits,” she says. “It’s hard to imagine a professional career without sponsorship, so I look forward to paying it back during this second part of my career through being an active sponsor myself.”

She also reminds women that there are multiple ways they can be successful in their careers and encourages them to keep going and experimenting to find what works for them.

Finding The Thread In Multiple Career Paths

Dr. Martinez has always found that to be the right way to approach her next professional endeavor. With a varied career path ranging from preschool teacher to psychologist to wealth advisor, one might not immediately see a tie. But for Dr. Martinez, the thread linking these various efforts is clear—they are all tied to being adept at understanding human behavior and how we think and make decisions, whether she’s working with a student, a parent or a client.

“Through working with people in all different circumstances, I definitely discovered the commonalities in realizing what binds us together and what makes us tick.”

This ability to focus on human behavior also points to the professional achievement she is most proud of—leading others to achieve their goals. At various times it has been students, other teachers or a family, and the goals might have been helping a marriage stay together after an affair or finding common ground among previously estranged siblings who were able to come together to help aging parents.

She sees her work with Wells Fargo’s Private Bank as a culmination of all her other experiences as she serves families and helps them navigate their relationships so they can achieve the goal of preserving not only their wealth but also their family unity.

Dr. Martinez finds her work to be particularly fascinating when she is on the cutting edge of incorporating non-traditional financial elements. “I get to help clients think through the options of their decisions beyond finances to consider the impact of these decisions on the family.”

Appreciating the Benefits as a Career Path for Women

Martinez has found that being a Family Dynamics consultant is deeply satisfying not only as a professional, but also as a woman. “I appreciate the firm’s focus on achievement, and the importance of our contribution.”

In addition she says that the profession allows her to incorporate other roles she has as a woman in a balanced way. “I don’t have to deny that I have a family or other responsibilities because the environment I’m currently in favors the ability to mix them successfully.”

In fact, she says that her role is particularly conducive to experiencing support. “I can speak about what’s going on in my life without being perceived as unprofessional and don’t have a fear of being judged. I believe that we are more successful when we can integrate multiple aspects of our lives holistically and not feel we have to hide certain parts to be respected as a professional.”

Martinez puts effort into maintaining connections with her family of origin back in Mexico, and while it requires an infusion of time and resources, it is a clear goal to go back as much as she can. In addition she adds that she works to be mindful about taking time for herself to read, pray and relax. “I find that I am rewarded when I am purposeful with my time.”

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Thought Leader: Ana Duarte McCarthy, Director of Development, Corporate Partners, Forté

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Ana Duarte McCarthy“I have plenty of runway left myself, but it is always still exciting to see how we can pass the baton,” says Ana Duarte McCarthy of her position helping inspire the next class of future leaders.
Finding a New Purpose

Throughout her career, Duarte McCarthy has focused on diversity and inclusion, most recently serving as a managing director and chief diversity officer for Citi. When she left in 2016, it was a good time to take stock of where her next opportunity could come from. First, she notes, she practiced the self-care we all deserve and took a couple months to travel, remained active on the board of the NJ Somerset County YMCA, and even purged closets and tackled all those small tasks that help us retain control over our personal life.

Then September rolled around, and that “back to school” feeling inspired her to figure out what was next. “I realized I felt untethered without a daily set of goals and objectives, and I missed having the opportunity to make a difference.”

A friend approached her about an opportunity to join Forté, which had been a long-time Citi partner and had a mission that appealed to her with its laser focus on increasing women in business leadership. Her other diversity work had covered a variety of communities, such as veterans, LGBQT+ and other cultural groups—all important. However, women had always been an aspect of these groups, and this gave her a chance to focus more deeply on women’s issues. That was a mission that was especially important to her, since as the mother of a daughter, she had a deep interest in assuring that her daughter had opportunities that had previously been obstacles.

Duarte McCarthy began in a fundraising role and has now moved into the position of director of development for corporate partners, where she works to identify companies that have a commitment to advancing women and express the values of diversity and inclusion. Often these forward-thinking companies are recruiting undergrads or MBA students and want to amplify their brand as a top recruiter for diversity. Having been a diversity lead for so many years, Duarte McCarthy has a special skill in talking with them about their pain points and how Forté can support them in their missions.

A Focus on Latinas

Assisting all women is important, but as a Latina herself of Dominican descent, Duarte McCarthy has a special heart for helping other Latinas. “I meet many women after conferences who might not have people in their immediate circles who can be a mentor so I try to reach out,” she says. And she believes it’s critical to break misperceptions about Hispanic women. “There’s a lot of bundling of Hispanic women together, but we cut across race and ethnicity, and there are also multiple diverse issues around socioeconomic scale and whether someone is a first- or fourth-generation student. It’s an interesting mosaic, and I believe I can support and advance the next generation of Latina women.”

One of the Forté programs she is particularly proud of is the Forté Forum, which enables women to explore the value of an MBA. They can hear from women currently enrolled in business schools and women who have completed their degrees, as well as get tips on completing the admissions process. Duarte McCarthy was particularly delighted when her 23-year-old daughter, a business analyst, came to one of the presentations to consider her future. “She’s always been supportive of me as a working mom, and it’s exciting to see her next chapter.”

More Work to Be Done

As Duarte McCarthy surveys the landscape, she points to an aspect of complacency and fatigue, as many like her have been pursuing the mantle of diversity and inclusion for so long, starting back when it was generally under the portfolio of affirmative action and/or equal employment opportunities.

Significant advances have been made, of course. For example, Forté was launched in 2001, on the heels of research on the value of an MBA for women, which comprised 25%-28% of the enrolled class, a number that has bumped up to 38% today. She is excited by this increase in women pursuing MBAs, as well as the varied career paths they choose to pursue, such as positions in supply chain management and investment banking as they truly take advantage of the breadth of careers available.

While that is heartening, she notes that there is more to be done; notably, that the pay gap persists. “This cultural aspect to pay people equitably needs a lot of attention,” Duarte McCarthy says. In addition, she says that while the drumbeat around MeToo has given people a voice, it’s unfortunate that is such a prevailing narrative in the workplace. “We have made so many strides, but our work is more important than ever.

“We have to keep up the energy because there’s still a lot of work to do,” she says. “We all have an opportunity to make a difference around D&I; it’s not for someone else—none of us can just be a bystander. We can all make a difference with how we lead and support our colleagues and those coming up the ranks.”

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Voice of Experience: Shana E. Ramirez, Partner, Katten

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Shana Ramirez“What makes you a good attorney is learning from your mistakes—almost that trial by fire aspect that lets you constantly grow,” says Katten’s Shana Ramirez.

Ramirez began her career in the finance area of law in New York after graduating from University of Michigan Law School. She moved to Los Angeles and worked with two firms before joining Katten as a partner in the commercial finance practice in 2018. Her experience covers a variety of financings and arrangements, including acquisition finance, leveraged finance, subordinated debt facilities, asset-based credit facilities, subscription facilities, investment grade credit facilities, transactions involving real estate and first lien/second lien transactions. Since joining Katten, she has established strong client relationships as she continues to build her practice, which she names among her most important achievements.

In addition to her work in the leveraged loan space, currently Ramirez’s work includes developing bespoke financial arrangements for private investment funds, which she has found to be challenging and interesting; as she says, it’s rewarding to work on something new in a world where most of the strategies have been done before. Specifically, she has seen exciting new trends and innovative solutions for creating leverage for private investment funds. “It will be interesting to see how private investment funds continue to find unique ways to leverage their portfolios,” she says.

Finding Balance as She Enters a New Chapter

As Ramirez points out, women often try to be the best at all their varied roles—mom, wife, caregiver or employee—and it can be hard to balance all that at any one time, given the competing demands. As she is due with her first child in early September, she has seen a lot of women go through this new life stage and knows how challenging it can be. “It takes effort to balance our desire to want to excel in all areas, including our personal lives.”

She encourages younger women to stay the course—even when it can be harder to see the path forward—especially if working in male-dominated industries. While it can be demanding and you might often feel pushed to your limits, she has found the pay-off is worth it if you stick with it rather than veering onto another path.

And she reminds women who have succeeded as attorneys to always be supportive of one another, the same way that they are the best advocates they can be for clients. She particularly appreciates when other young moms offer advice, and she is able to build a community around that commonality.

That’s why Ramirez encourages younger attorneys to foster relationships with other female attorneys and keep them strong. “You never know when your paths will cross again,” she says. “I would not be where I am without the relationships I have built,” she says, encouraging fellow attorneys to stay in touch even after they’ve left a particular firm or are no longer working together.

A Focus on Diversity and Inclusion Extends Outside Her Work Day

Ramirez is an active participant in Katten’s Women’s Leadership Forum, a women-focused group that hosts events designed to support female attorneys in their career development. “It’s a relatively smaller group, so it’s easy to get to know people better in this type of setting; as a new partner I felt very welcome,” she says, adding that they have been extremely supportive regarding her pregnancy and upcoming maternity leave.

As a diverse attorney, Ramirez has a strong history of pro bono service in Southern California, ranging from assisting domestic violence victims with U visa applications to helping families with adoption petitions. She has always felt a philanthropic tie and prioritizes giving back as a board member for Public Counsel, the largest pro bono firm in the country. Based in Los Angeles, the firm tackles issues of homelessness, adoption, consumer fraud, immigration matters and more working with its pro bono partners including Katten. “It’s important for me as a minority female partner to look out for others and the issues that are important to them.”

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Voice of Experience: Neddy Perez, Global Head of Diversity & Inclusion, Talent Management COE, McCormick & Company

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Neddy PerezWhile mentors are important, Neddy Perez also encourages women to seek sponsors.

“Mentors are great sounding boards and coaches on developmental areas; however when it comes to organizational advancement, the majority of research points to the need for women to have a sponsor. In particular, having a male sponsor accelerates the advancement of women, especially because they still hold the majority of executive level positions in corporations,” she says.

There are other factors that women need to take into consideration in managing their careers. “It is important to also think about any special assignments or projects you take on and ask, ‘where is this project leading me?’ Look for projects that are stretch assignments and that give you exposure to rising leaders or leaders who are well respected for their management capabilities.”

Pivoting to Find Her Passion

Perez started her journey as a public relations and communications professional. One of her early positions was working for UPS; at the time they were undergoing a work stoppage in Mexico and the vice president of HR decided to send her “because I spoke Spanish and people trusted me,” she says. In preparation, he covered some HR basics so she could report back properly, which was her introduction to the field.

Once she arrived she realized there had been a breakdown in policies, with the company banning religious artifacts in the environment, and the workers upset as it was an important religious holiday. She was able to satisfactorily broker a solution that allowed for religious accommodations, her boss started including her in more HR-related work and within a year she went back to school to pursue a master’s degree in international business and HR.

She was recruited by Shell Oil in Texas, where she initially supported its existing diversity function, and then ended up becoming manager of D&I for two of their businesses. She became known for her prowess in negotiating and improving difficult D&I issues, and subsequently worked with many large companies, such as Ingersoll Rand, KPMG and Sodexho. She has also done consultancy work with corporations that needed to reset their D&I strategies as a result of mergers and acquisitions or class action lawsuits and has coached companies starting new programs. She has also worked with many new Chief Diversity Officers entering the space for the first time who needed support on establishing a strategy or department.

Ultimately Perez left consulting to set up the diversity talent acquisition initiatives at TIAA, and today serves at McCormick & Company as global head of D&I. With facilities in 50 locations in 26 countries, they have a vision to double the organization, which she finds to be an exciting challenge at the forefront of finding the right diverse talent to support significant growth and creating a corporate culture that builds off existing core values but also can adapt to the changing trends of the marketplace.

Standing for STEM

In addition to a passion for D&I, Perez is focused on trying to advance STEM talent in the workplace. She first became involved while at Shell where they donated computers to communities around the world through an initiative that was ultimately recognized by the United Nations. She is also a founding member and thought leader for STEMConnector.org which has blossomed to become a stand-alone organization that connects corporations, nonprofits and colleges and universities with STEM talent.

“Getting more women into STEM and leadership is all about building pipelines for the future. We have so many jobs becoming available, but not enough of the right kind of talent to fulfill them,” she says.

And building pipelines is crucial. “One of the reasons women don’t advance more quickly is because they are not in operational roles where there is an opportunity to show a more direct impact on the business and generating revenue,” she says, adding that she might have pursued a degree in finance and accounting had she known the importance of being able to make a financial impact.

“Women are still socialized to put their heads down and work hard with the hope that someone will recognize your success. The reality is you have to become your own best advocate. As long as you feel comfortable with 70% of requirements of a job then go for it,” Perez says. “No one is ever 100% ready for their next job; we just have to get comfortable with asking for what we want and going for it.”

Perez has worked in five countries and is passionate about traveling so she has visited more 30 cities in the U.S. and around the globe. She loves photography and is passionate about mentoring the next generation of diversity leaders and women globally. In her time off, she is actively involved in serving on a number of boards for nonprofit organizations.

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Unlocking the Power of Latino Employees in the Workplace

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Latina

Guest Contributed By Julia Taylor Kennedy and Pooja Jain-Link , CTI

Latinx Heritage Month is the perfect opportunity to celebrate the extraordinary – and ever-growing – economic influence of the Latinx community in the United States.

The buying power of the Latinx market is currently $1 trillion and projected to reach $1.7 trillion by 2020; if this community with its collective capital were a country, it would rank as the twelfth largest economy in the world. What’s more, Latinx labor will account for 80 percent of U.S. workforce growth between 2012 and 2022. Understandably, multinational companies based in the United States are desperate to unlock this growth market.

Take Toyota’s campaign for its 2017 Camry: the company created an ad specifically targeted to its Spanish-speaking consumers. The ad shows a man whizzing down a highway in a Camry, when he gets a call from his mother. He hesitates for a few seconds before he decides to decline the call and focus on the joy of driving his new car. Toyota collaborated with Conill, a Hispanic-focused agency, to create an ad that spoke to many Latinx consumers who cherish family values, but struggle with the desire to break away and live on the “edge.” Toyota’s ad was hugely successful because the company engaged an agency that understood the market in an authentic way.

We’ve seen other employers and entrepreneurs use their unique insights to create a differentiated voice in the mainstream. Take Christy Haubegger, founder and publisher of Latina magazine—the first publication of its kind to cater to the Latina population in the U.S. She created the publication to change the complexion of newsstands: “I was a huge magazine reader growing up, and you’d never see Latina faces on a newsstand. It was a striking thing. So, I was a consumer, I was the target audience, I was that person who wanted to see that reality reflected back.”

To unlock this powerhouse market, both Toyota and Latina magazine capitalized on insights from those who represent it. As previous Center for Talent Innovation (CTI) research shows, teams with at least one member who represents the culture of the team’s target end user are up to 158 percent more likely to understand that end user, increasing the likelihood of successful innovation for that audience.

Unfortunately, Toyota and Haubegger still remain outliers. The Center for Talent Innovation’s report, “Latinos at Work,” reveals that Latinx employees are caught in an unfortunate bind: they feel that in order to advance in the workplace, they need to tamp down their innovation-unleashing cultural savvy. A full 43 percent of Latinas and 33 percent of Latino men feel the need to compromise their authenticity to conform to executive or leadership presence standards at their companies. Overall, more than three in four (76 percent) expend energy repressing parts of their personas. To be seen as leadership material, that is, Latinx employees feel the need to cover or downplay who they are by modifying their appearance, body language, communication style, and leadership behaviors. Promotion patterns positively reinforce this belief, as those who spend a great deal of energy repressing their personas at work are almost three times as likely as those who expend less energy to strongly agree that they are being promoted quickly.

And the frustrations of Latinx employees in the white-collar workforce don’t end there. More than half of Latinx professionals (59 percent) experience slights and snubs in the workplace. Of that 59 percent, 24 percent say that others are given (or have taken) credit for their contributions, 22 percent say that colleagues tell them jokes that make fun of certain ethnic or religious backgrounds, and 18 percent say they are excluded from after-work “get-togethers.” They also lack sponsors – senior leaders who advocate for their promotion, arrange for stretch assignments, and provide “air cover” to take risks. A mere five percent of full-time, high-earning Latinx professionals in large companies have sponsors in their corners.

Here’s the good news: there are clear cut steps any organization can take to better leverage Latinx talent. To include, empower, and advance this crucial talent cohort, and as a result, tap into a not-to-be-missed market, employers can do the following:

Encourage sponsorship across difference.

The boost sponsorship confers on Latinx talent is massive. Latinx employees with sponsors are 42 percent more likely than Latinx employees without sponsors to report being satisfied with their rate of career progression. We have found in past research that sponsored professionals in general are also less likely to have one foot out of the door, and more likely to ask for stretch assignments and raises. This robust relationship can help Latinx talent achieve their full potential, and it can drive engagement and retention while fostering workplaces of inclusion, authenticity, and innovation.

Expand the idea of executive presence.

According to 53 percent of Latinas and 44 percent of Latino men, executive or leadership presence at their companies is defined as conforming to traditionally white male standards. Organizations can make this population feel valued and included by prizing authenticity over conformity and operating from an understanding that a range of presentation and communication styles can succeed in the boardroom.

Embrace and celebrate difference.

Every year, Coca-Cola celebrates Hispanic Heritage Month by recognizing the achievements and contributions of Latinos in the United States. In 2015, Coca-Cola launched the campaign #OrgullosoDeSer with a short film to celebrate the power of family and culture. Using the hashtag #OrgullosoDeSer #[InsertLastName], people shared the film along with special family moments and their own reasons for being proud to be Latino. “At Coca-Cola we have been a part of so many of the important moments in Hispanic families’ lives, and we want to continue making new memories with them,” said Lauventria Robinson, vice president, Multicultural Center of Excellence, Coca-Cola North America. “During Hispanic Heritage Month, we are celebrating the immense pride Latinos have for their culture and heritage, a pride that translates most significantly into their family names, which they carry with honor and joy.”

Latinx voices need to be heard and understood. Representation matters. Companies have an opportunity to tap into the unique insights of their Latinx talent and, as a result, tap into the huge and extraordinary Latinx market that awaits. There’s no better way to celebrate Latinx Heritage Month.

About the author

Julia Taylor Kennedy, Executive Vice President and Director of Publications

Julia Taylor Kennedy is executive vice president and director of publications at the Center for Talent Innovation where she leads digital learning and drives qualitative research and writing. She coauthored Mission Critical: Unlocking the Value of Veterans in the Workforce, Power of the Purse: Engaging Women Decision Makers for Healthy Outcomes, and Disabilities and Inclusion. A seasoned writer, producer, and interviewer, Taylor Kennedy has moderated sessions and hosted podcasts at the UN, Carnegie Council for Ethics and International Affairs, The Conference Board, and many others. She has also collaborated with business and gender experts on articles published in Forbes, Time, and academic journals, and has advised speakers for major platforms like the World Economic Forum and the United Nations. Previously, Taylor Kennedy hosted 51%, a public radio show on gender issues, and reported for NPR and NPR member stations. She earned a journalism degree from Northwestern University and a master of international relations from Yale University.

Pooja Jain-Link, Senior Vice President and Associate Director of Research

Pooja Jain-Link is a senior vice president and associate director of research at the Center for Talent Innovation. She drives research design and analysis, focusing on survey development and quantitative data. She has expertise in the use of business as a force for social change. Prior to joining CTI, she verified the social and environmental standards of Certified B Corporations™, worked on corporate sustainability at Bigelow Tea, and was an assistant editor of academic journals at Cambridge University Press. Jain-Link received her BA from Duke University and earned an MBA and Master of Environmental Management from Yale University.

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