12/10/2021
Kanarys’ final webinar of 2021, “Cultivating Inclusion for Hispanic/Latinx Employees in Today’s Workplace: Findings from the 2021 Prospanica Workplace Inclusion & Equity Report,” was one of the highest attended virtual events that Kanarys hosted this year and highlighted critically important challenges in the workplace. The webinar, available here, featured three CEOs and DEI leaders - Mandy Price (Kanarys); Thomas Savino (Prospanica); and Cid Wilson (HACR) - in a panel discussion with moderator Natasha Stamper (Kanarys), about improving Hispanic/Latinx inclusion in the workplace.
The webinar covered many of the key findings from the 2021 Prospanica Workplace Inclusion and Equity report. This report, the first of its kind, polled Prospanica members across the US and revealed startling data about the current state of Hispanic/Latinx employees in the workplace, including over 50% of Hispanic employees have either experienced or witnessed some form of discrimination or bias in the workplace, and 63% of Hispanic professionals felt the burden of explaining the meaning and effects of discrimination to their colleagues.
Read more about the webinar’s highlights below, and make sure to watch the full replay.
Why is There Such a Discrepancy For Latinx Representation in Corporate Board Roles?
Cid Wilson elaborated on the idea that C-Suite executives are not getting to their senior positions simply because of qualifications but rather because of the connections and that they have formed during their careers. Companies need to not only focus on diversity and inclusion but also intentionality when it comes to promoting Latinx employees into these executive roles. People of color cannot be the sole trailblazers for their own inclusion; allies need to unite and recognize that equity and inclusion must be an integral part of the company as a whole.
Covid Has Had a Disproportionate Impact On the Hispanic Community and Other Communities of Color. How Do Companies Recruit and Retain Their Hispanic Employees?
Thomas Savino dissected the impact that the pandemic has had on Latinx individuals when it comes to their numbers in the workplace. He explained that creating equitable representation begins with entry-level, and even internship, roles in the company. Companies should be reaching out to where these Hispanic students are; “get back to work” programs should focus on specific groups that have suffered an increased impact from the pandemic; and companies need to analyze their recruiting methods to ensure that they are not only recruiting one or two types of people.
Importance of Creating an Environment Where Employees Feel Comfortable to Share their Identity in the Workplace
Women of color face unique challenges in the workplace. Mandy Price explained that they are more likely to be overlooked for promotions — and this is more often seen in data regarding Latinas. Price reported that for every 100 men who are promoted to a managerial position, only 85 women are promoted — and for Latina women that number drops to 71. This is not a pipeline problem — this talent exists, but companies are not providing adequate support when women of color face challenges at work. Many companies do not address the difference between a Latina woman and a white cis-gender male in the workplace. Price said that the first thing a company can do is address pay gaps and analyze the changes that can be made when pay disparities are taken into consideration. Latinas make just 57 cents for every dollar that a white, non-Hispanic man makes. Representation is baseline — that should be the lowest goal that a company has. Latinas and all other minorities need to be given equitable support and opportunity. That can start with pay equity, but it must continue through all aspects of a company.
Why is it Important for Companies to Invest in Hispanic ERGs and Networks?
Cid Wilson explained that ERGs need influential executive sponsors who are close to the CEOs and can ensure that resources are being invested in ERG development. Companies need to be intentional about sponsoring ERGs and have their missions be prioritized by the C-suite. Data from the 2021 Prospanica Workplace Inclusion and Equity Report shows that ERGs are an essential part of a successful company and should be treated as such.
Mandy Price also elaborated on how critical it is that companies compensate ERGs for their work so they are motivated and able to make an impact. ERGs should not be treated as extracurricular activities but rather integral, necessary parts of the daily work.
To What Extent is Health Equity Important for Companies?
Price referenced the ‘Great Resignation’ and its disproportionate effect on communities of color. Managers should be trained on how to look for stress and mental health concerns as well as ways to support their employees during this time. Further, mental health resources should not be a taboo subject in the workplace, but rather something that is communicated clearly and openly within the company. Wilson also emphasized the importance of creating an environment where employees are comfortable to share their feelings and how the outside-work-world is impacting their mental health.
To gain more insight into these highlights and other important topics covered in the webinar, watch the full replay now!
At Kanarys, we are the diversity, equity, and inclusion people with the data-driven approach. Since 2018, Kanarys has aimed to change the world by creating equitable workplaces where everyone belongs. We guide your organization’s DEI path every step of the way with courage and collaboration. It starts with data, analytics and insights, and continues with recommendations and implementation.
Our mission, as your partner and champion in the ever-evolving DEI journey: Help you understand what it takes to foster lasting, systemic change today and for tomorrow. Because when you succeed with DEI, your employees can thrive—and so can your organization.
Load older comments...
Loading comments...
You've Been Timed Out
Please login to continue