It is clear that the Latinas have become a force to be reckoned with In all areas. But this achievement is not free – it involved arduous effort and what seems like an eternal swim against the tide.
As women and from an ethnic demographic, disproportionate impact Social crises such as the COVID-19 pandemic has exposed the multiple layers of Latinas’ experience in the professional world.
For the speaker in female leadership and author of the award-winning book Rejection: How smart women ask – and stand up – for what they want (2012), Selena Rezvani, a fundamental aspect of this experience is the corporate culture.
“For an organization to elevate Latinas to work, it needs to take an in-depth look at its processes and policies,” Rezvani explained in a column for NBC News. “In a time of high racial tensions, many organizations seem to be ‘fixing’ problems at the surface level – saying they care about equality and inclusion – but they are not taking action concrete actions to solve fundamental problems. “
Citing the research and advisory body Catalyst, Rezvani recommends the following for companies:
- Understand the business case. Make sure executives clearly understand the business case for recruiting, retaining, and advancing Latinas in the workplace.
- Be aware of the diversity. Try to get to know everyone who reports to you on a personal level. This will help to remove prejudices and generalizations about individuals who belong to certain groups.
- Recognize achievements. Talented employees are to be celebrated. When successful individuals are viable, they will have more opportunities for advancement.
- In addition to Catalyst’s suggestions, organizations should look at the income rates of their Latino employees and how they stack up against those of white men. Then make adjustments for the parity.
In addition to Catalyst’s suggestions, Selena Rezvani recommends that organizations look at the pay rates of their Latino employees and how they stack up against those of white men. And then make adjustments to reach parity.
Finally, and recalling one of the most serious impacts of the pandemic on the lives of Latinas, the author insists that organizations must recognize the importance of family to Latinas.
âFamily is of the utmost importance in Latin American culture and women are traditionally expected to care for their children and parents as they get older,â says Rezvani. to their employees to integrate the family into working life as far as possible and to offer flexible work options (remote work, flexible hours). This will allow Latinas – and all other employees – to pay attention and attention to their work and family life. “
The author’s thesis is to focus and analyze in depth how organizational processes and policies can hamper Latinas.
âLet’s stop asking Latinas to verify their identities at the door. And let’s start celebrating what they bring to the table, âshe concludes.