Just one-quarter of Latinos say they feel fully included at their workplace, according to a new study.
Furthermore, workers of Hispanic heritage who do not feel particularly included are around two times more likely to quit than are those who feel fully included, confirmed the study carried out by Bain & Company. Additionally, nearly 45% of Latino workers who don’t feel completely included are actively seeking new jobs (compared to just 25% of those who do feel fully included). Meanwhile, around 70% of Latino workers indicate that inclusion is highly important for them in evaluating a prospective employer. In short, ensuring Latinos feel included at work is key to a company’s success.
The Latino population is one of the fastest growing demographics in the US participating in the labour market at higher-than-average rates. They accounted for approximately 80% of workforce growth from 2010 to 2017, and they are expected to represent nearly one in three working-age Americans by 2050. However, despite feeling included at work being key to employee retention and success, just 25% of Latinos say they feel fully included at work, according to Bain’s Inclusive Organization Survey.
PRIORITISING INCLUSION
Feelings of inclusion drive Latino workers employment choices from evaluation of a prospective employer, and 70% indicate this is a “highly important factor for retention” at their current job. Although companies want to prioritise inclusion, determining how to successfully include diverse populations is not always easy, noted the study.
The Latino population, for example is racially diverse, comprising people from over two dozen countries, with different experiences based on when their family came to the US and how long they’ve been here. That means work motivation factors vary, noted the study. Latina women, for example, prefer behavioural enablers (grounded in everyday behaviours), whereas Latino men are more likely to be motivated by systemic enablers of inclusion (involving organisational processes and systems).
“Bain & Company’s research found with such a diverse population, it is important to bring an intersectional lens that captures a multiplicity of identities (such as geography, gender, race or ethnicity, and seniority within the organization),” shared Naiara De Leon, a Dallas-based partner and member of the firm’s Latinx at Bain (LATBA) affinity group. “This allows companies to identify with the greatest precision what enablers will most likely increase inclusion for specific populations.”
FOSTERING AUTHENTICITY & INCLUSION
“I find team-building exercises to be a critical enabler of inclusion,” added Saber Sherrard, a Dallas-based partner and global lead of LATBA. “More specifically, I always look forward to case team events as ways to learn people’s stories. These discussions can foster authenticity and inclusivity, creating both a more engaging team environment and a higher-performing team.”
With the Latino workforce rapidly growing, it is beneficial for companies to reflect on what enablers are being used to encourage feelings of inclusion and to make changes. Additionally, Latino leaders have an opportunity and a responsibility to push organisations to do the hard work of discovering what behaviours and systems will create more inclusion, and to ensure they are executed. Click here for more information about the study.
This month we also celebrate Hispanic Heritage Month. Click here to read more.
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