Most Hispanic & Latin Employees Downplay Aspects of Personality to Succeed at Work

The majority of Hispanic and Latin employees in the US experience pressure to assimilate and downplay aspects of their personality in order to succeed at work, according to new research.

Although the Hispanic and Latino population is a rapidly growing demographic and an economic powerhouse predicted to shape the future of the United States, yet they remain overlooked, stereotyped, and underrepresented in the US workplace. Global think tank Coqual’s research, More than a Monolith: The Advancement of Hispanic and Latino/a Talent, found that this fastest-growing group in the US workforce continues to grapple with complex and contradictory stereotypes. They also continue to face many barriers to advancement.

The study of more than 2,300 full-time employed professionals in the US reveals how Hispanic/Latin professionals must contend with complex and contradictory stereotypes in the workplace from colleagues, while also navigating shifting senses of their identities within their own communities. For example, 68% of Hispanic and Latin professionals who have a sponsor say that their sponsor encourages them to assimilate to office norms compared to 58% of White and Black professionals, and 49% of American Asian/Pacific Islander professionals with sponsors. Additionally, perceptions about race, such as “white-passing-ness,” may play a role in whether employees feel represented in leadership or feel accepted by others in the workplace and Hispanic and Latin community.

KEY FINDINGS

Other key findings from the survey revealed that:

• Pay inequities for Hispanic/ Latin professionals, particularly Latinas, are alarming. Around 45% of Hispanic/Latin women say their company doesn’t pay them an appropriate wage compared to 25% of Hispanic/Latin men who say the same. Additionally, 40% of Latinas say their salary doesn’t allow them to support their dependents, compared to 19% of Hispanic/Latin men who say the same.
• 21% of Hispanic/Latin professionals say colleagues make negative comments to them about immigration or immigrants on a regular basis.
• 42% of Hispanic/Latin professionals feel that they are not seen truly as Hispanic/Latin by members of their community at their company. This experience is complicated by immigrant generation status, Spanish language ability, and how a respondent’s racial/ethnic identity is perceived by others.
• 40% of Hispanic/Latin professionals say it is necessary to change aspects of themselves to succeed at their company. They are also more frequently told they are too emotional or expressive, too loud, and to be more agreeable.
• Skin colour also plays a factor, as 64% of Hispanic/Latin professionals who are perceived 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 Hispanic/Latin professionals with darker skin feel well represented compared to 64% of those with lighter skin.
• 23% of Hispanic/Latin professionals say colleagues express stereotypes about them/their community at least monthly compared to 8% of White, 11% of Black, and 12% of American Asians/Pacific Islander respondents who experience this.
• A quarter (25%) of Black Hispanic/Latin professionals say that colleagues frequently tell them that racism is over, compared to 8% of other Hispanic/Latin professionals.
• 42% of Hispanic/Latin professionals indicate that their work is micromanaged compared to 25% of their White, non- Hispanic/Latin counterparts.

MASKING AUTHENTICITY

“Our findings illuminate hurdles Hispanic and Latino professionals face, including the undue pressure to mask their authentic selves and heritage in pursuit of success,” said Lanaya Irvin, CEO of Coqual. “The study uncovers not only the pervasive influence of colourism but also its tangible impact on talent experiences within the workplace.”

Pamela Fisher, Chief Inclusion and Diversity Officer of Bristol Myers Squibb, added: “We are honoured to be the lead sponsor of Coqual’s important new research about Hispanic and Latino professionals as we strive to advance a workplace where our colleagues feel they belong, and their unique perspectives are valued and rewarded, while building a workforce which reflects the diverse cultures, backgrounds, and experiences of our patients and communities globally.”

INCLUSIVE LEADERSHIP MATTERS

The study also provides fresh solutions on how organisations can address the concerns of Hispanic/Latin talent. They include:

Instilling culturally inclusive leadership practices through: 

• Redefining professionalism.
• Validating and rewarding linguistic diversity.
• Welcoming conversations about race and ethnicity.

Strengthening organisational & structural policies through:

• Improving company-wide terminology and self-ID campaigns.
• Focusing on structural diversity.
• Providing support for work visa and DACA recipients.
• Strengthening sponsorship offerings.
• Endorsing and funding affinity groups and powerful networks, and partnering with experts.

Click here for more about the report.

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