Latinos in Leadership
Despite accounting for 18% of the total US population, Latinos hold just 5.3% of executive positions (Swerzenski et al., 2020). This article will outline the potential reasons for this underrepresentation as well as discuss ways that organizations can address this issue through the creation of a more inclusive and welcoming environment for Latinos to take on leadership roles.
Causes of Latino Underrepresentation in Leadership Positions
The underrepresentation of Latinos in leadership has been attributed to many different factors. Gutierrez et al. (2002) identified some issues that Latinos applying for leadership roles in higher education face:
- Increased scrutiny regarding their qualifications and credentials
- Backlash from predominately white institutional boards.
- Different cultural perceptions and attitudes.
In business fields, Pinero (2018) attributed the following to Latino underrepresentation:
- A lack of role models and mentors.
- A lack of cultural competency and understanding from non-Latino supervisors in the workplace.
- Cultural barriers or “blind-spots”
Finally, Maldonado (2009) highlights the bias Latinos face in the Agricultural sector leading to:
- Cultural stereotyping
- Homogenization of distinct cultural groups
- Perceptions of reduced skill or intelligence
Recognizing Obstacles for Latino/as in Leadership
To address the issue of Latino underrepresentation in leadership, it is important to be able to recognize it in our own organizations. Current executive culture in the US has significant blind spots, especially with respect to minority representation. In the case of many Latino/as seeking to move into executive and management positions, these blind spots present a significant obstacle that their white colleagues do not face. In Avalos and Salgado (2016) they interviewed several Latina educational leaders about some of the obstacles that they and other Latino/as faced when trying to move into leadership roles. Below are some questions we can ask ourselves to help us recognize the obstacles the women identified in the article.
- Do we adequately train and inform our employees about specific organizational norms and practices?
- Do we provide equal networking opportunities for all employees?
- Do we have a formal mentoring program that pairs a junior employee with a more senior coworker?
- What stereotypes or biases do we have regarding Latino/as?
- How many of our current executive/manager positions are held by Latino/as?
- Do we put our Latino/a employees in positions to succeed?
Addressing Latino Underrepresentation in Leadership
While the recognition of obstacles facing Latino/as in leadership is important, it is essential that we as leaders seek to address them and ensure that our organization is providing an equal opportunity to all our employees. Below are a few strategies adapted from Kay and Gorman (2012) we can use to address the issue of Latino/a underrepresentation.
- Conduct formal training programs that ensures all employees are provided equal information and relevant skills.
- Conduct culture and diversity trainings for employees to boost cultural awareness and understanding.
- Develop minority focused peer mentoring programs that pairs new employees with senior colleagues.
- Provide equal opportunities for professional development and task assignment.
- Consider adjusting the structure of the organization to create a more egalitarian and less hierarchical. This can reduce the likelihood of racially homogenous group formation.
References
Avalos, M., & Salgado, Y. (2016). Legacy of Hope: Latinas Overcoming Barriers to Success. National Forum of Educational Administration & Supervision Journal, 34(4), 24-31.
Gutiérrez, M., Castañeda, C., & Katsinas, S. G. (2002). Latino Leadership in Community Colleges: Issues and Challenges. Community College Journal of Research and Practice, 26(4), 297-314.
Kay, F. M., & Gorman, E. H. (2012). Developmental Practices, Organizational Culture, and Minority Representation in Organizational Leadership: The Case of Partners in Large U.S. Law Firms. The ANNALS of the American Academy of Political and Social Science, 693(1), 91-113.
Maldonado, M. M. (2009). ‘It is their nature to do menial labour’: the racialization of ‘Latino/a workers’ by agricultural employers. Ethnic and Racial Studies, 32(6), 1017-1036.
Pinero, J. (2018, July 13). Why Are Latinos Leaving Corporate America? ERE Media.
Swerzenski, J. D., Tomaskovic-Devey, D. T., & Hoyt, E. (2020, January 22). Where are the Hispanic executives? The Conversation.