04 Oct 10 Questions to Boost Latinx Inclusion in the Workplace: Celebrating Hispanic Heritage Month

This Hispanic Heritage Month, Executive Diversity Services shares ten questions for self-reflection, to help companies better understand, and increase their connection to, and inclusion of Hispanic and Latinx Americans in the workplace. These are practical tips companies and organizations can utilize that honor, affirm, and move beyond words into positive action!

Brief overview and historical context
Hispanic Heritage Month (HHM)happens annually from September 15 through October 15 and is aimed to celebrate the histories, cultures, and contributions of Americans whose ancestors came from Spain, Mexico, the Caribbean, and Central and South America. It was first introduced by President Johnson in 1968. HHM was then elongated to an entire month in 1988. At the time, Hispanic was a term used to celebrate a group of millions of Americans and made no distinctions between those whose heritage came from Spain or Latin America whose primary language is Spanish. While the purpose behind a month of honoring such rich and incredibly impactful heritages was well-intentioned, the reality of such a large population with many differing and complex identities being housed under one label can make authentic and thoughtful celebrations challenging without an awareness of the important nuances and distinctions. For example, a 2022 Pew Research Study showed that people of Mexican origin and not from Spain make up nearly 60% of the “Hispanic” population.

Today, the impact of Hispanic and Latiné populations has had a profound impact across all spectrums of American culture- from artists such as Bad Bunny’s album becoming the first Spanish-language set to receive a nod in the Billboard category in 2022 to Supreme Court Justice, Honorable Sonia Sotomayor being the first woman of color to serve as a Supreme Court Justice. More staggering though is the representation of Latinx people that make up the American workforce. The 2021 New American Economy report states that 68.3% of American Latinos are in the workforce. That’s in contrast to and greater than the the percentage of all Americans who are in the US workforce, which stands at 63.6%. And, as roughly 44% of U.S. Hispanic adults ages 25 and older had at least some college experience in 2021, (up from 36% in 2010) (Pew, 2023) growing numbers of Latino/a/x graduates and professionals contributing to the workforce with advanced degrees, companies and organizations need to take actionable steps both large and small in scope to meet diverse needs.

Ten Questions to Guide Your Call to Action

First, look at your starting point for growth. Some questions here might include:
1. What percentage of our vendors are of Hispanic and Latino heritage?
2. Does our company set aside and donate money to any Hispanic or Latiné charities or organizations that empower and educate?
You may also look only at your community or your employees, but also at vendors.
3. Do we have a list of small businesses (food, catering, entertainment etc.) that are Hispanic or Latiné owned? That we can utilize?

Second, audit company culture and practices, starting with some research. Using the following questions can be incredibly powerful in how you can better understand your company culture and also give needed insight into how you can move forward intentionally and respectfully. Note that these are all good questions for inclusion across the board. As this month is Hispanic Heritage Month, these questions are centered around those lived experiences

4. Are you up to date on preferred terminology that supports all members of your workforce to feel seen and have a sense of inclusion?
For example, in addition to Hispanic and Latino/a, more recently there is the usage of Latiné or Latinx for those that are gender neutral.
5. Do your company’s application documents have identifiers that include a multitude of racial and ethnic identities that affirm Hispanic, Latin/a/é/x heritages?

6. What percentage of applicants of Latinx heritage are eventually hired, retained, and empowered to share their voice within the organization?

7. What options are there for their growth and development that meet Hispanic/Latinx employee needs?

8. Are employees who perform their jobs using multiple languages compensated for their labor appropriately?

9. Are there currently any legislative points that are impacting your Hispanic/Latinx colleagues? And, how can the company or organization take steps to support their colleagues?

10. Do you as both an individual and as an organization show appreciation for your Hispanic and Latinx colleagues all year round? How?

Taking time to consider these questions can lead to potential actions that are both large and small in scale. The culmination of these could yield revolutionary shifts in work culture and model what it means to celebrate heritage with authenticity, integrity, and, respect.

Highlighting Executive Diversity Service’s President’s Call to Action
This HHM, President of EDS Elmer Dixon shares about the influence of Mexican revolutionary Emiliano Zapata in his own call to action and its connection to the title of his memoir DIE STANDING. Emiliano Zapata was a leading figure in the Mexican Revolution in 1910- 1920 that prioritized social justice and the rights of those in lower classes, particularly on land reform and equitable wealth distribution. Dixon shares “When I think about Emiliano Zapata and his quote that it is ‘Better to die standing than to live on your knees’- that’s the call for justice!” The fight for human rights, which was the central point of the Black Panther Party, was to empower people not to succumb to the injustices that continue to happen in America and later became the reason for it being the title of my memoir, Dixon adds. It is a recognition of those people who would rather fight for their freedom rather than give in. The publication of his memoir Die Standing is a call for action that aims to inspire and inform a new generation of revolutionaries by retelling his own powerful story and lived experiences as a member of the Black Panther Party and his transition into becoming a global diversity consultant. This memoir also seeks to interrupt the false and often negative narrative that is associated with the purpose and intent of the Black Panther Party. Dixon’s story is one of many within the party that tirelessly work to support human rights rooted in Black liberation and justice.