Survey reveals innovative solutions for addressing Hispanic/Latino talent concerns in organizations

POSTED ON Aug 09, 2024

A new survey reveals that a majority of Hispanic/Latino employees experience pressure to conform in order to achieve success. The study, titled “More than a Monolith: The Advancement of Hispanic and Latino/a Talent,” sheds light on the challenges faced by this rapidly growing segment of the U.S. workforce as they grapple with old stereotypes.

Conducted by Coqual (a global think tank), the report exposes the barriers to advancement, highlighting how professionals must navigate workplace expectations and perceptions of their identities.

The study drew on survey responses from over 2,300 full-time employed professionals in the U.S., as well as insights from focus groups and expert interviews.

Among its key findings is that 68% of Hispanic and Latino professionals with sponsors feel pressured to assimilate to office norms, compared to 58% of White and Black professionals, and 49% of Asian/Asian American/Pacific Islander professionals with sponsors.

The study also points out the influence of perceptions about race, such as “white-passing-ness,” on an employee’s sense of inclusion and acceptance in leadership roles within the workplace community.

According to Coqual’s findings:

Pay disparities for Hispanic/Latino professionals, particularly Latinas, are concerning. 45% of Hispanic/Latino women feel that their company does not pay them an appropriate wage, compared to 25% of Hispanic/Latino men who feel the same. Additionally, 40% of Latinas feel that their salary does not allow them to support their dependents, compared to 19% of Hispanic/Latino men who feel the same.

21% of Hispanic/Latino professionals report that colleagues regularly make negative comments about immigration or immigrants.

42% of Hispanic/Latino professionals feel that they are not recognized as Hispanic/Latino by others in the Hispanic/Latino community within their company. This experience is influenced by factors such as immigrant generation status, Spanish language proficiency, and how others perceive the respondent’s racial/ethnic identity.

40% of Hispanic/Latino professionals believe that they need to change certain aspects of themselves to succeed at their company. Hispanic/Latino professionals are also more frequently told that they are too emotional or expressive, too loud, and need to be more agreeable.

Skin color also plays a role, as 64% of Hispanic/Latino professionals who are perceived as White feel well-represented in their company’s leadership, compared to less than half (46%) of those who are perceived as Black. Additionally, 53% of Hispanic/Latino professionals with darker skin feel well-represented, compared to 64% of those with lighter skin.

23% of Hispanic/Latino professionals report that colleagues express stereotypes about Hispanics or Latinos on a monthly basis, compared to 8% of White, 11% of Black, and 12% of A/AA/PI (Asian/Asian American/Pacific Islander) respondents who experience this.

A quarter (25%) of Black Hispanic/Latino professionals say that colleagues frequently tell them that racism is over, compared to 8% of other Hispanic/Latino professionals.

42% of Hispanic/Latino professionals indicate that their work is micromanaged, compared to 25% of their white, non-Hispanic/Latino counterparts.

Coqual provides innovative solutions for how organizations can address the concerns of Hispanic/Latino talent, categorized into two main areas:

Instilling Culturally Inclusive Leadership Practices: redefining professionalism, valuing and rewarding linguistic diversity, and encouraging open conversations about race and ethnicity.

Strengthening Organizational & Structural Policies: improving company-wide terminology and self-identification campaigns, focusing on structural diversity, enhancing sponsorship programs, endorsing and funding affinity groups and influential networks, and collaborating with experts.

The main sponsors of the Coqual study are Bristol Myers Squibb; Research Sponsors: Amazon, American Express, Bloomberg, Freddie Mac, Google, Johnson & Johnson, KPMG LLP, L’Oréal USA, Morgan Stanley, Pfizer. Research Advisors include Nichole M. Garcia, PhD, Assistant Professor, Rutgers University; Joelle L. Martinez, President and CEO, Latino Leadership Institute.

The Latino Donor Collaborative (LDC), as stated on its website, plays a crucial role in reshaping the perception of Latinos as an integral part of the American social mainstream, a mission of significant importance.

The LDC’s 2023 U.S. Latino GDP Report found significant Latino economies in California, Texas, and Florida. Altogether, Latinos in the U.S. contributed over $3.2 trillion to the U.S. economy.

Leveraging this data is a top priority for the Association of Latino Professionals For America. ALPFA’s 52nd Annual Convention kicked off on August 4th.

The theme for this year is “Re{frame} Your Story,” and more than 5,000 Latino professionals highlighted the contributions of Latinos across various industries in Las Vegas, Nevada.

The event featured leaders from multiple sectors, including celebrity marketer for Millennial and Gen Z audiences Andrea Casanova.

Damian Rivera, president and CEO of ALPFA, stated that the theme, ‘Re{frame} Your Story,’ reminds us that we can redefine our narratives and create a lasting, authentic impact.

Rivera mentioned that the convention is about harnessing that power and fostering a community that uplifts the entire country. Jenny Lee Ramos, COO of ALPFA, stated that the convention is more than a celebration of achievements; it’s a catalyst for knowledge sharing, connection building, and professional growth.