The State of Latinas in Corporate America

Lean In‘s first-ever report on the state of Latinas in corporate America reveals significant challenges and underrepresentation, with Latinas experiencing the steepest drop from entry-level to C-suite positions. The report outlines actionable steps for companies to support Latina advancement, including tailored anti-bias training, improved recruitment efforts, and enhanced mentorship programs.

Underrepresentation and Career Progression of Latinas

Latinas face significant underrepresentation and barriers to career progression in corporate America, with data showing a stark decline in representation from entry-level positions to the C-suite.

At the entry-level, Latinas are already underrepresented, making up just 4.9% of workers compared to 9% of the overall population. This makes them the most underrepresented group of women at the start of their careers. From this already low starting point, Latina representation drops dramatically up the corporate ladder:

• 4.9% at entry-level positions
• 3.3% at the managerial level
• 2% in senior leadership roles
• Only 1% of C-suite executives are Latina

This 78% drop in representation from entry-level to C-suite is the largest decline of any employee group. In contrast, white men’s representation increases by 64% across the same pipeline.

Two critical points in career progression present significant obstacles for Latinas:

1. The “broken rung” at the first step up to manager: For every 100 men promoted to manager, only 74 Latinas are promoted.
2. The promotion to VP level: For every 100 white men promoted to VP, only 90 Latinas are promoted.

These two barriers – preventing entry into management and later into senior leadership – make it extremely difficult for Latinas to gain ground at the highest levels of corporate America. Several factors contribute to this underrepresentation and hindered career progression:

• Performance bias and stereotypes that clash with traditional expectations for corporate roles
• Lack of sponsorship and advocacy from senior leaders
• Limited access to mentorship and professional development opportunities
• Work-life balance challenges, including disproportionate caregiving responsibilities
• Less flexibility in work arrangements compared to other groups

Despite these obstacles, Latinas remain highly ambitious. Nearly 90% of Latinas express a desire to be promoted to the next level at work, compared to 78% of white women and 81% of women overall. This ambition, however, is often not matched by adequate support and opportunities for advancement within their organizations.

To address this severe underrepresentation and support Latina career progression, companies need to implement targeted strategies such as bias-free hiring practices, sponsorship programs, and leadership development initiatives specifically designed for Latina employees. Additionally, tracking key metrics by both gender and race can help organizations identify and address specific barriers faced by Latinas in their career journeys.

Work-Life Balance Challenges

Latinas face unique work-life balance challenges that can significantly impact their career progression and overall well-being in the workplace. These challenges stem from a combination of cultural expectations, family responsibilities, and workplace structures that often fail to accommodate their specific needs.

One of the primary challenges is the disproportionate burden of family caregiving responsibilities. Compared to most other groups of women, Latinas are often juggling a heavier load at home. They are more likely to be responsible for all their family’s housework and caregiving, with these responsibilities increasing during the pandemic. A striking 43% of Latinas spend five or more hours daily on housework and caregiving, compared to only 34% of women. This additional workload can make it difficult for Latinas to dedicate time to career advancement opportunities or professional development.

The concept of “double duty” caregiving is particularly prevalent among Latinas. Almost a third of Latinas are caring for both children and an adult, such as an elderly family member, which significantly adds to their workload. These double-duty caregivers are more likely to experience burnout and consider downshifting their careers or leaving the workforce entirely.

Compounding these challenges is the lack of workplace flexibility often experienced by Latinas. They are less likely than other women to have a high degree of flexibility in their jobs, making balancing work and life demands especially difficult. Specifically, Latinas are less likely to say they have the flexibility to take time off for family or personal reasons or to step away from work to deal with unexpected events. These flexibility options are even more limited for Latinas who identify as immigrants.

The combination of significant personal obligations and limited work flexibility leaves many Latinas without the time to recharge and reset. Compared to other women, Latinas are less likely to take regular breaks and prioritize their well-being when working from home. This lack of self-care can increase stress and burnout, potentially impacting job performance and career advancement opportunities.

Cultural expectations also play a role in work-life balance challenges for Latinas. Many Latina women feel pressure to prioritize family responsibilities over career ambitions, which can create internal conflicts and guilt when trying to balance both. This cultural dynamic can sometimes make Latinas feel less comfortable advocating for workplace accommodations or flexibility that could help them better manage their dual responsibilities.

The COVID-19 pandemic has exacerbated many of these challenges. With increased caregiving responsibilities and the blurring of work-home boundaries during remote work, many Latinas have found it even more difficult to maintain a healthy work-life balance. The pandemic has also highlighted the vulnerability of many Latinas in the workforce, particularly those in frontline or essential worker roles that offer little flexibility.

To address these work-life balance challenges, companies need to implement policies and practices that specifically support Latina employees. This could include offering more flexible work arrangements, providing additional support for caregivers, and creating a culture that recognizes and values the diverse needs of Latina employees. Additionally, mentorship programs and employee resource groups can provide valuable support and resources to help Latinas navigate these challenges more effectively. By acknowledging and addressing these unique work-life balance challenges, organizations can create a more inclusive and supportive environment for Latina employees, ultimately benefiting from increased retention, productivity, and diversity in leadership roles.

Bias and Stereotypes Affecting Latinas in Corporate America

Performance biases and stereotypes significantly hinder Latinas’ career advancement in corporate America. Common misconceptions include assumptions about their association with domestic work, large families, lower education levels, and being overly emotional. These stereotypes clash with traditional expectations for corporate roles, making it challenging for qualified Latinas to secure and advance in these positions.

The impact of these biases is compounded by a lack of support and sponsorship. Only 39% of Latinas report that their managers have shown interest in their career advancement, compared to 46% of white women and 44% of women overall. This disparity in advocacy and mentorship from senior leaders significantly impacts Latinas’ career trajectories and opportunities for growth within their organizations.

Success Stories: Latinas Breaking the Glass Ceiling

Latinas have made significant strides in breaking the glass ceiling across various industries, demonstrating resilience, leadership, and innovation. These success stories inspire and prove that Latinas can overcome barriers and achieve high-level positions in corporate America and beyond.

One notable example is Geisha Williams, who became the first Latina CEO of a Fortune 500 company when she took the helm of PG&E Corporation in 2017. Williams’ achievement marked a significant milestone for representation in top corporate leadership roles for Latina.

Martha Aviles has made her mark as a first-generation Latina professional in the tech industry. As the Chief Marketing Officer at Aventus, Aviles has often navigated the challenges of being the only Latina in executive positions. She emphasizes the importance of self-advocacy and finding allies in the workplace, noting that while it can be intimidating to be the only person with her background in a room, embracing one’s identity and striving for excellence is crucial.

The publishing world has also seen Latinas breaking barriers. Hanna Olivas, CEO and co-founder of She Rises Studios, co-authored the book “Breaking the Glass Ceiling,” which features stories of 21 powerful Latina champions. This collection showcases diverse perspectives from Latina leaders in various fields, including business, science, arts, and activism. The book serves as a testament to the indomitable spirit of Latina leaders who are changing the world and inspiring future generations.

Anna Alvarado, Associate General Counsel at First Cash Financial Services, Inc., shares her journey of overcoming barriers in the legal field. Alvarado, who spent part of her childhood as one of few foreigners in her school, adopted the motto “The Impossible Dream” from the Broadway musical Man of La Mancha. Her story illustrates how determination and purpose help Latinas smash through perceived glass ceilings.

Luciana Ferri Sobrosa, Senior Director of Business & Legal Affairs at HBO Latin America, offers a unique perspective on the glass ceiling for Latinas. She points out that while being a Latina in the U.S. corporate world can present additional barriers, the growing Latin American economy creates opportunities for those who understand the region’s intricacies. Sobrosa emphasizes that hard work and seizing opportunities can overcome any perceived glass ceiling.

These success stories highlight common themes among Latinas who have broken through barriers:

1. Embracing cultural identity and using it as a strength
2. Persistence and hard work in the face of challenges
3. Seeking out mentorship and support networks
4. Advocating for oneself and others
5. Leveraging unique perspectives and experiences to add value in leadership roles

As more Latinas ascend to leadership positions, they pave the way for future generations, creating a ripple effect of representation and empowerment. These trailblazers demonstrate that with determination, skill, and support, Latinas can break through the glass ceiling and redefine what leadership looks like in the 21st century.

“Representation matters. Latinas experience the biggest drop in representation from entry-level to the C-suite – rendering them nearly invisible at the highest levels of leadership. Not only are Latinas the least represented in the C-suite, but they also confront two significant hurdles holding them back from critical promotions. As a result, Latinas are left trailing behind men and all other groups of women. Companies can — and must — do better.”

Sheryl Sandberg, founder of LeanIn.Org

Recommendations for Companies

To support and advance Latinas in the workplace, companies can implement the following recommendations:

1. Expand recruitment efforts: Proactively seek candidates from Hispanic-serving colleges and professional organizations to increase the pool of qualified Latina applicants. This can help address the underrepresentation of Latinas in entry-level positions.
2. Implement bias-free hiring practices: Use software to ensure job descriptions are welcoming to all groups and, when possible, include Latinas in the interview process. Remove education requirements that are not essential for roles to attract a more diverse candidate pool.
3. Track key metrics by gender and race: Monitor hiring, promotions, and attrition rates using an intersectional approach to identify specific challenges Latinas face. This data-driven approach can help pinpoint areas for improvement.
4. Provide targeted development opportunities: Offer training and career development programs specifically designed to support Latina employees. Ensure these programs are accessible and offered in multiple languages if necessary.
5. Establish mentorship and sponsorship programs: Create formal mentorship initiatives that pair Latina employees with senior leaders who can advocate for their advancement. This can help address the lack of support and sponsorship often experienced by Latinas.
6. Promote from within: Encourage internal promotions and ensure diverse candidate pools and interview teams for leadership positions. This can help increase Latina representation at higher levels of the organization.
7. Offer flexibility and support: Provide flexible work arrangements and support for work-life balance, recognizing the additional caregiving responsibilities often shouldered by Latina employees.
8. Conduct anti-bias and allyship training: Implement company-wide training programs to address unconscious biases and promote allyship. Ensure these programs are action-oriented and focused on changing behaviors, not just raising awareness.
9. Create and support Employee Resource Groups (ERGs): Establish and actively support ERGs focused on Latinx employees to provide networking, professional development, and advocacy opportunities.
10. Review and revise policies: Assess company policies to ensure they are inclusive and supportive of Latina employees, including those related to promotions, compensation, and workplace culture.
11. Recognize multilingual skills: Offer monetary incentives for employees who speak multiple languages, acknowledging the business advantages of linguistic diversity.
12. Ensure diverse representation in leadership: Strive for diverse representation across all levels of the organization, particularly in senior leadership roles, to provide role models and create a more inclusive environment.

Companies can create a more inclusive and equitable workplace by implementing these recommendations. Supporting the advancement and success of Latina employees is not just a step towards fairness; it’s an investment in diverse perspectives and leadership that drives innovation and growth. Together, we can build corporate environments where every Latinalike me has the opportunity to thrive, contributing to a future that truly reflects the strength and potential of all its members.

For more information, the complete State of Latinas in Corporate America report is available at http://leanin.org/research/state-of-latinas-in-corporate-america