A new national study reveals that the majority of Hispanic and Latino employees in the US experience pressure to assimilate and minimize aspects of their personality to succeed at work

Coqual study, “ More Than a Monolith: The Advancement of Hispanic and Latino Talent,” Reveals that the Fastest-Growing Group in the U.S. Workforce Continues to Deal with Complex and Contradictory Stereotypes
NEW YORK, April 10, 2024 /PRNewswire-HISPANIC PR WIRE/ -- The Hispanic and Latino (H/L) population is a rapidly growing demographic group and an economic engine that, according to forecasts, will shape the future of the United States United, but continues to be ignored, stereotyped, and underrepresented in the workplace in the U.S. Today, Coqual, a leading global think tank, released its new research report, More Than a Monolith: The Advancement of Talent Hispanic and Latino, which highlights the multiple layers of racial and ethnic identity, and the many barriers to advancement within this group.

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Through an intersectional and data-driven lens, the new report delves into the many challenges facing H/L professionals. The study reveals how H/L professionals must deal with complex and contradictory stereotypes in their workplaces from their colleagues, while navigating changing feelings of their identities within their own communities. The study used Coqual's rigorous blended methodology, with results from surveys of more than 2,300 full-time employed professionals in the US, focus groups, and expert interviews.

Among the many findings, 68% of Hispanic and Latino professionals who have a sponsor say that this sponsor encourages them to assimilate office norms, compared to 58% of white and black professionals, and 49% of A/AA/PI (Asian/Asian American/Pacific Islander) professionals with sponsors. Additionally, perceptions about race, such as “being perceived as white,” can influence whether employees feel represented in leadership or accepted by other members of the H/L community in the workplace.

"Our findings highlight the barriers that Hispanic and Latino professionals face, including undue pressure to mask their authentic identity and heritage in pursuit of success," said Lanaya Irvin, CEO of Coqual. "The study reveals not only the pervasive influence of color, but also its tangible impact on talent experiences in the workplace. Coqual is dedicated to inspiring companies to drive change that allows all professionals to thrive and achieve results equitable".

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"We are honored to be the title sponsor of Coqual's important new research on Hispanic and Latino professionals, as we strive to promote a workplace where our colleagues feel like they belong, and their unique perspectives are valued and as we build a workforce that reflects the diverse cultures, backgrounds and experiences of our patients and communities globally," said Pamela Fisher, chief inclusion and diversity officer at Bristol Myers Squibb.

Coqual reveals the following:
•    Pay inequalities for H/L professionals, especially women, are alarming: 45% of H/L women report that their company does not pay them an adequate salary, compared to 25% of H/L men /L which states the same. Additionally, 40% of Latinas say their salary does not allow them to support their dependents, compared to 19% of H/L men who say the same.
•    21% of H/L professionals say their colleagues make negative comments to them about immigration or immigrants on a regular basis.
•    42% of H/L professionals believe that members of their company's H/L community do not truly see them as H/L. This experience is complicated by the status of the immigrant generation, Spanish language proficiency, and the way others perceive the respondent's racial/ethnic identity.
•    40% of H/L professionals say they need to change aspects of themselves to be successful in their business. H/L professionals are also more frequently told that they are too emotional or expressive, that they speak too loudly, and that they are more agreeable.
•    Skin color also plays an important role, with 64% of H/L professionals who perceive themselves as white feel well represented in their company's leadership, compared to less than half (46%). of those who are perceived as black. 53% of darker-skinned H/L professionals feel well represented, compared to 64% of lighter-skinned ones.
•    23% of H/L professionals say their colleagues express stereotypes about Hispanic or Latino people at least once a month, compared to 8% of white, 11% of black, and 12% of respondents. of the A/AA/PI who experience this.

•    A quarter (25%) of Black H/L professionals report that their colleagues frequently say that racism is over, compared to 8% of other H/L professionals.
•    42% of H/L professionals indicate their work is micromanaged, compared to 25% of their white, non-H/L colleagues.
Coqual offers novel solutions for organizations to address H/L talent concerns, and divides them into two main categories, namely:
•    Instill culturally inclusive leadership practices: (1) redefine professionalism, (2) validate and reward linguistic diversity, and (3) appreciate conversations about race and ethnicity.
•    Strengthen organizational and structural policies: (1) improve company-wide terminology and self-identification campaigns, (2) focus on structural diversity, (3) provide support to work visa and DACA recipients, (4 ) strengthen sponsorship offerings, (5) support and fund affinity groups and powerful networks, and (6) partner with experts.

SOURCE Coqual

CONTACT: Jodi Davis, jdavis@coqual.org; Jeyandini Fernando, jfernando@coqual.org

 

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