On September 18, 2024, during Hispanic Heritage Month, Catalyst gathered a panel of experts for a webinar “Let’s Hit the Accelerator for Latine Women in the Workplace.” Here are some highlights from the engaging discuss about effective strategies to not only attract Latina talent but also to create inclusive environments that support their long-term success and advancement.

Concentrate on Culture

“Culture eats strategy for breakfast,” says Eddie Coronado, Founder Upskill HR, when discussing how to recruit Latine talent. “It really starts with culture…If your company does not have a values or mission statement that aligns with their identity, you’re less likely to attract that type of people into your organization. And so it’s really important before you even try to come up with any recruitment strategies that you align internally, that your organization is building an inclusive environment from the top down.”

Employ recruitment strategies.

“While culture does eat strategy for breakfast..I think strategy is very important and I think the culture builds off of that,” says Janet Sandoval Director, Global Corporate Social Responsibility Avery Dennison. “We try to present a pool of screened and qualified candidates to be considered to interview and out of those candidates, we have at least 50% female. And for North America, that’s at least one candidate that identifies Hispanic or Latinx and one candidate that identifies as Black / African American.”

Another way to increase a company’s talent pipeline is “partnering with organizations that have big pools of Latine talent,” Coronado says.

Build inclusion into the fabric of your organization.

Having strategies, programs, and policies like anti-bias training are important but “make sure they’re not just lip service,” cautions Ana Jaramillo, DEI Engagement Specialist Moneris. “It’s making sure that you have middle management buy in. It’s making sure that there are not silos or pockets of the organization that are not being authentic to those values and to those strategies of inclusion,” she says. Jaramillo points to Employee Resource Groups (ERGs) and sponsorships and mentorships as being valuable resources and strategies to foster inclusion.

Recognize and address barriers

“We’re taught to not toot your own horn,” Sandoval says about a cultural barrier to success that some Latine women face. Jaramillo shared a saying that she says many Latine women hear throughout their lives: “’Calladita te miras mas bonita,’ which means like ‘If you’re quiet, you’re prettier,’” and says “how much that permeates the way that you continue to behave even within the corporate context.”

She suggests that a way to address this reticence to self-advocate is to ask managers to step in. “Sometimes you need an open offer. Sometimes you need leadership to tap your shoulder,” she says.

Another barrier to success is a lack of opportunities, Jaramillo says, referring to access to educational and networking opportunities and to role models. “How many of us are the first in many ways?” she asks. That’s where mentorship and sponsorship can make a difference. However, our panelists cautioned leaders to recognize the differences in these roles and to set both parties up for success by educating them about expectations and best practices.

Sandoval brought up the point that “Latine women have a lot of disproportionate caregiving responsibilities, and so what policies and practices do you have in place to help people navigate that? Do you have any programs for returnship?”

Invest in Talent.

To prevent the high cost of replacing Latine women talent, Sandoval advises to “continuously invest in their growth … imagine if it is the glass cliff, these are senior level positions that you’re then having to replace because maybe you didn’t give that person a raise, maybe you didn’t provide that person executive coaching or additional support or maybe they got so tired of being the only and fighting for having a voice in in those C- suite meetings that they decided to become a consultant or an entrepreneur.”

Take Action

Latine women face numerous barriers to workplace success, but organizations can take steps to attract and retain Latine talent.

• Have a clear and inclusive mission statement to attract potential candidates.
• Understand unconscious bias and its impact and address internal, interpersonal, and organizational biases.
• Employ recruitment strategies like partnering with select organizations and prescreening applicants for interviews to include candidates from historically marginalized communities.
• Build a supportive company culture that values diverse perspectives and experiences
  through resources like ERGs.
• Recognize and address barriers to success by encouraging leaders to guide Latine women forward.
• Invest in talent by providing support throughout employees’ careers such as executive training, mentorship, and sponsorship.
• Avoid tokenism by ensuring that all levels of leadership have a presence at programs and events.

To learn more about proven DEI training programs and strategies, click here.

The post Strategies to support Latine women in the workplace appeared first on Catalyst.

What you will learn:

• What new Catalyst data reveals about the work experiences of frontline employees.
• Insight into the mental health challenges and other obstacles that frontline employees experience.
• What business, HR, and L&D leaders can do to revolutionize their approach to frontline talent retention and create healthy workplaces where frontline employees can thrive.

At the end of this webinar, you will have a better understanding of the challenges faced by frontline employees and learn best practices to attract, retain, and support them.

Speakers

Paula Hornbaker, Senior Director Product Supply, P&G

Alix Pollack, Head of Knowledge Transformation and Solution Development, Catalyst, Inc.

Moderator

Nicole Merrill, Product Leader, Catalyst

The post Webinar Recording: Rewriting the Frontline Narrative From Quitting to Thriving appeared first on Catalyst.

Across the world, the gender pay gap persists – a fact codified through International Equal Pay Day, which marks the point in the year when women’s earnings finally catch up to men’s earnings the previous year.¹ Longstanding biases, stereotypes about women’s work, and occupational segregation all contribute to the gap.²

Let’s face the facts: the gap is unfair, systemic, and holding us all back from economic progress. Pay transparency is one powerful tool to finally address inequities and close the gap.

1. Pay transparency reduces the pay gap. Research from across the world has linked pay transparency with reducing pay inequities, or in some cases eliminating them entirely, across gender, ethnicity, sexual orientation, and other dimensions of diversity. ³
2. Employees want pay transparency. In fact, most employees would take a job with a different company if they had greater pay transparency, even if the salary was the same as their current salary.⁴
3. Twenty-eight countries across the world have adopted laws requiring employers to report pay in some form. In less than two years, the EU Pay Transparency Directive will add an additional 14 countries to this list and will alter the existing reporting requirements in 13 countries.⁵ Globally, pay transparency is not going away.
4. In the US, about one in three employees will be covered by pay transparency laws by 2025.⁶ These laws, though varying in scope, are proliferating in states, cities, and counties, requiring employers to disclose salary ranges to employees.
5. Pay transparency offers numerous business benefits, including increased employee trust, engagement, and a positive work environment.⁷ Adopting pay transparency practices can also offer companies a competitive edge and save on recruitment costs. ⁸ Leading companies already know the power of transparency to their businesses: 93% of our Catalyst CEO Champions For Change organizations have conducted extensive pay equity reviews in the past three years.⁹

Is your organization practicing pay transparency? Read how you can get started implementing pay transparency in your organization today.

Download the infographic

ENDNOTES

1. International Equal Pay Day. United Nations
2. The gender pay gap. (2024, April 15). International Labour Organization.
3. Obloj, T. & Zenger, T. (2023, February 8). Research: The complicated effects of pay transparency. Harvard Business Review.
4. Bergeron, P. (2022, October 20). Companies embracing pay transparency gain a market advantage. SHRM.
5. Hendrickson, C., Palmiter, A., & Vidales, J. (2024). Global pay reporting laws calendar. Syndio.
6. Liu, J. (2024, June 4). More states are requiring companies to list salary ranges on job ads—here’s where. CNBC.
7. Lam, L., Hayden Cheng, B., Bamberger, P., & Wong, M. (2022, August 12). Research: The unintendend consequences of pay transparency. Harvard Business Review.
8. Maurer, R. (2022, December 12). Study: Pay transparency reduces recruiting costs. SHRM
9. This CEO community is keeping and advancing their best talent. Are you?. (2024). Catalyst.
10. Obloj, T. & Zenger, T. (2023, February 8). Research: The complicated effects of pay transparency. Harvard Business Review.
11. Bergeron, P. (2022, October 20). Companies embracing pay transparency gain a market advantage. SHRM.
12. Hendrickson, C., Palmiter, A., & Vidales, J. (2024). Global pay reporting laws calendar. Syndio.
13. Liu, J. (2024, June 4). More states are requiring companies to list salary ranges on job ads—here’s where. CNBC.
14. Lam, L., Hayden Cheng, B., Bamberger, P., & Wong, M. (2022, August 12). Research: The unintendend consequences of pay transparency. Harvard Business Review.
15. Maurer, R. (2022, December 12). Study: Pay transparency reduces recruiting costs. SHRM.

The post 5 Pay Transparency Facts for International Equal Pay Day appeared first on Catalyst.

Women in frontline, or “pink collar,” roles form the backbone of many industries, yet they continue to face significant and unique challenges and inequities in the workplace. These roles, particularly in retail, manufacturing, and hospitality, often have high turnover, low morale, and low levels of psychological safety.

When companies prioritize the needs of pink-collar workers, they not only enhance employee well-being but also boost overall organizational success. By reducing turnover by just 10%, companies can save $4-$7 billion in these industries.

By implementing inclusive practices and providing the necessary resources, businesses can foster a culture of equity and support that benefits all employees from the factory floor to the boardroom.

Join our panel of experts to discuss:

• Findings from the Catalyst suite of Frontline Employees Initiative research on the top challenges faced by women in pink collar roles
• Proven strategies to alleviate stress, reduce turnover, and boost morale for frontline employees
• How prioritizing inclusive policies for frontline employees benefits the entire organization at every level

Note: Please log in to the website with your Catalyst Supporter organization email to access registration. If you are NOT a Catalyst Supporter, please email us to proceed with payment and registration. For questions, please contact catalystevents@catalyst.org.

Catalyst is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

The post Equity on the front lines for women: Empowering pink-collar workers in the new economy appeared first on Catalyst.

Among the 56% of Latine women who report feeling on guard at work, nearly half say they think about quitting “frequently” or “all the time.” This frightening data illuminates an enormous opportunity for organizations to practice active and engaged allyship to drive Latine women’s long-term success.

Allyship and inclusive leadership are critical for breaking down systemic barriers and fostering an environment where Latine women can thrive. By actively supporting and advocating for Latine women, businesses can enhance their talent pipelines, promote diversity, and create a culture of inclusion.

Join our panel of experts for Hispanic Heritage Month to discuss:

• Best practices for enhancing psychological safety in the workplace
• How inclusive leaders can model allyship for Latine women at all levels of an organization
• Specific programs and initiatives to empower and advance Latine women through every stage of their careers

Note: Please log in to the website with your Catalyst Supporter organization email to access registration. If you are NOT a Catalyst Supporter, please email us to proceed with payment and registration. For questions, please contact catalystevents@catalyst.org.

Catalyst is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

The post Pathways to Progress: Leveraging Allyship for Latine Women’s Advancement appeared first on Catalyst.