Supporting Latino Leaders: A Guide for Better Allyship
The Hispanic population now represents 19% of the U.S. workforce, yet, Latino leaders are vastly underrepresented across corporate, non-profit, and government sectors. Empowering Latino leaders is crucial for building a strong, inclusive, and equitable future workforce. Faced with such deep gaps in representation Latino leaders need committed allies to succeed. In this article, we will explore how to show up as an ally to Latino leaders. I’ll provide actionable steps and insights to help you make your support count.
Get to Know Hispanic Leaders
The first question I get asked by non-Hispanic leaders is, “What do I call you? Hispanic? Latino? LatinX?” Confusion around naming is a persistent challenge that contributes to undermining an understanding in the broader population about the unique contributions of Hispanic populations.
The first step in being a better ally to Latino leaders is to get to know them genuinely. Build relationships, have conversations, and learn about their backgrounds and experiences. Understand that there is no one-size-fits-all definition of a "Latino" experience, as this diverse group encompasses people from many countries, cultures, and backgrounds. Ask questions, listen actively, and be open to learning about their individual experiences.
Notice how Latino leaders interact with each other. One of the first things we ask each other is, “Where are you from?” It's essential to respect and acknowledge how Hispanic leaders identify themselves. Some may prefer to be identified as Hispanic, Latino, or by their specific cultural or national background. Never assume or impose a label on someone, as identity is deeply personal and varies from person to person.
Don't Make Assumptions About Educational Experiences and Wealth
I was once part of a team building lunch with a new leader who posed the ice-breaker question, “Where did you go to grad school?” You could feel the shift in the conversation as a few of us fell uncharacteristically silent. In another case, a college admission counselor routinely asked, “How much will your parents contribute to your education?” The assumptions embedded in these questions lack an understanding the Hispanic populations from both a social and economic point of view.
One of the most common misconceptions is assuming that Latinos leaders have similar educational experiences or economic backgrounds to white middle-class leaders. Latino leaders may have delayed higher education goals to support family. Some enter the military to access educational benefits, further delaying college goals. Many Latino leaders are first-generation college graduates who overcome numerous challenges to achieve their academic and professional goals. It's crucial not to make sweeping generalizations or assumptions about their educational achievements or wealth.
Give Credit Where Credit Is Due
I recently heard a prominent local Latina news anchor describe her mother’s response to the news of her assignment covering the historic hurricane in Puerto Rico, “Hija (daughter), who will take care of your children?” The concept of Marianismo, is prevalent in Hispanic cultures. Marianismo binds women in passive roles that respect patriarchal values. Latinos, especially Latinas, are expected to defer to others and may downplay their accomplishments.
As an ally, it's important to recognize and celebrate their achievements. Highlight their contributions, acknowledge their hard work, and give credit where it's due. This recognition can boost their confidence and motivate them to continue excelling.
Promote inclusivity in your workplace and community by actively including Latino leaders in decision-making processes, meetings, and networking events. Encourage them to take on leadership roles and share their ideas. Don't be silent when you witness their achievements; speak up, congratulate them, and ensure that their contributions are recognized by others.
Actively Mentor and Sponsor Latino Leaders
Early in my professional career, a seasoned leader in my industry began to regularly reach out to check-in on me. We would meet for lunch or drinks for the sole purpose of talking about how I was doing. She gave me advice and shared her career history. At the time, I had no idea why she had such an interest in my success. As the years went by, I realized the power of her support and as I added other mentors to my bench, I sought to mentor other young women as well.
Mentorship is the transference of confidence through modeling success. Having mentors is a powerful tool for personal and professional growth. Many Latino leaders could benefit from guidance, advice, and support from experienced individuals. Sadly, one of the things I hear often from clients is that they don’t have mentors. Consider offering your mentorship, sharing your knowledge, and helping them navigate the complexities of their career paths. By being a mentor, you can provide valuable insights and opportunities for their advancement.
Sponsorship is another crucial element in supporting Latino leaders. Sponsorship requires more than just giving advice, it requires allies to use their position and power in support of others. Giving full voice for your support of a Latino leader can make all the difference in opening the opportunity that puts them on the path to long-term success. Latinos with sponsors are 42% more likely to be satisfied with their career progression. At the same time, sponsorship helps senior leaders better understand and tap into the diverse perspectives and skills Latino talent can bring to the workplace.
Actively advocate for Latino leaders within your organization. Assign them special projects, speaking roles, and facilitation assignments to help them gain visibility and build their skills. Sponsorship can open doors to new opportunities and help them advance within the organization.
Conclusion
Being a better ally to Latino leaders involves a commitment to understanding their unique experiences and challenges. In a world that benefits from diverse perspectives and leadership, it's essential that we support and empower Latino leaders on their journey to success. Remember, when we lift others, we all rise together.
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about anna & executive horizons
Anna Alvarez Boyd, is the founder of Executive Horizons LLC, a consulting and leadership coaching business. Anna brings over 30 years of experience as a trusted senior leader to her clients. Her coaching starts with the belief that every individual is talented, creative, and whole. She supports clients to deeper self-discovery, through a unique, tailored approach for each person that includes skill building, reflective practices and leadership development.