SECTION ONE PROGRAMMING OVERVIEW
Program Snapshot
Latinas earn $0 57 for every $1 00 earned by white, non-Hispanic men ALPFA will acknowledge Latina Equal Pay Day with five regional events, standing in solidarity with Latinas whose salaries catch up to their white, non-Hispanic male counterparts on this day The goal is to host a day of conversations and learning regarding Latina pay equity, engaging multiple audiences such as students, early career professionals, mid-career professionals, senior professionals, and their allies ALPFA regional hosts will lead the planning of these events, with support provided by the National Office .
LEPD Call to Action
The goal of this event is to address the critical issue of the gender pay gap facing Latinas in the United States, a gap that persists despite their significant contributions and the rapid growth of the Latina demographic It is also meant to serve as a space to generate a call to action from employers, Latinas, and their allies to create policies and practices that move the needle on pay equity. This includes advocating for transparent pay practices, equitable hiring and promotion processes, and supportive workplace policies to ensure fairness and inclusion
Event Objectives
Each event can include professional development and conversations designed to help both ALPFA members and corporate partners close the Latina pay gap Objectives of Latina Equal Pay Day may include but are not limited to the following:
Raise Awareness: contributing factors and systemic barriers, Race/Gender Implicit Bias training, role of that comprehensive childcare and parental leave play in pay equity
Promote Advocacy, Self-Advocacy, and Skill Building: Salary negotiation tools, Paid Leave Discussions, Assessing Salary and benefits offers, researching salary bands/comparable pay, leadership accountability in achieving equity, giving and receiving effective feedback, mentorship practices, business etiquette, building intergenerational wealth, planning for retirement early, etc
Respond to a call to action: Mobilize employers, Latinas, and their allies to implement changes in workplace policies and practices that advance pay equity, Encouraging companies to adopt transparent pay practices and regular pay audits, Advocating for the establishment of clear and equitable promotion criteria, Promoting the adoption of flexible work arrangements and comprehensive parental leave policies, Supporting the creation and active participation in employee resource groups, Urging leadership to be accountable for achieving equity goals and fostering an inclusive workplace environment
Audience
Intended Audience
To include (but not limited to) ALPFA professional (early-, mid-, and senior career) and student members, corporate & local partners and friends, community partners, etc
Suggested Attendance Goals
150 - 200 in person attendees at each location
Event Format and Agenda
Suggested Event Format
Symposium-style with Keynote speakers and small group panels and a Call to Action
Event Agenda Example
The timing of your event and length of the event will depend on your chosen activities The following is an example of how you can break up a four hour event Highly suggested components are: welcome/keynote speaker(s), mix and mingle component, and a call to action
EXAMPLE OF 4 HOUR EVENT
Date: Thursday October 3rd, 2024
3:00 PM Welcome Video & Welcome Remarks
3:15PM Keynote Speaker
4:00 PM Small Group Discussions such as
Circle or Table Talks: Simultaneous Circle Discussion on various topics with a discussion lead (guest speaker)
Breakout Groups with panels
5:30 PM BREAK & Mix & Mingle/ Networking reception / Small Business Spotlight
6:15 PM Fireside Chat with Small Panel
6:45 PM - 7:00 PM Closing remarks & Commitments to Action
Call to Action: Committing to Latina Equal Pay
Latina Equal Pay Day is a pivotal event that underscores the critical need to address and close the pay gap for Latinas in the workforce This day serves not only as a platform to raise awareness about the systemic barriers and implicit biases that contribute to wage disparities but also as a call to action for attendees Participants should not only learn about the factors perpetuating pay inequity but will also be introduced to effective policies that are making a tangible difference, such as transparent pay practices, regular pay audits, and equitable hiring and promotion processes . A key component of the event will involve attendees committing to actionable steps, urging them to advocate for and implement these policies within their organizations By doing so, they contribute to creating a fair and inclusive workplace The commitment to action is crucial because achieving pay equity for Latinas not only fosters economic justice but also enhances organizational performance and innovation, as diverse and equitable workplaces are proven to be more successful and resilient This commitment ensures that the momentum for change continues beyond the event, driving sustained progress towards closing the pay gap for Latinas . We encourage you to have an explicit conversation regarding practices that can be instituted to move the needle on pay equity and to create a time in your day to have attendees generate their response to this call to action and share it with other attendees . The following section offers examples of workplace policies and practices that can have a positive impact on pay equity We also offer a template you can use for participants to write their call to action
Strategies to Close the Race/ Ethnicity-Gender Wage Gap
Addressing race and gender pay gaps requires a strategic, multifaceted approach Here are effective strategies that companies and employers can implement:
01 COnduct Regular Pay Audits: Regular pay audits help identify and rectify pay disparities within an organization By analyzing compensation data by gender and race, companies can make necessary adjustments to ensure equitable pay
EXAMPLE: Salesforce conducts annual pay audits and has allocated over $10 million to address pay disparities(Economic Policy Institute)
02 Increase Pay Transparency: Implementing transparent pay practices allows employees to understand pay scales and criteria, reducing the likelihood of bias in pay decisions
EXAMPLE: Microsoft commits to pay transparency, regularly sharing information about their compensation practices(Center for American Progress)
03 . ElimInate SalAry HistOry QuestiOns: Policies that prohibit asking about salary history during the hiring process help prevent the perpetuation of past pay inequities Instead, companies should set clear salary ranges based on job roles .
EXAMPLE: Several states and cities have enacted laws that ban salary history inquiries, which helps ensure that new salaries are based on market rates and job requirements (Money Under 30)
04 . ImplemEnt Bias-FreE HirIng and PrOmOtiOn Practices: Standardized and bias-free processes in hiring and promotions ensure decisions are based on merit rather than subjective criteria
EXAMPLE: Intel uses standardized interview processes and criteria for promotions to ensure fairness (Center for American Progress)
05 Expand Paid Family and medical Leave: Robust paid family and medical leave policies support employees who need to take time off for caregiving, helping to maintain their career progression and reduce the pay gap
EXAMPLE: Companies like Netflix offer extensive paid family leave, supporting employees’ worklife balance(Money Under 30) (Economic Policy Institute)
06 . PrOvide Equitable BenEfits and SupPOrt POlicIes: Offering benefits such as comprehensive parental leave, flexible working arrangements, and childcare support can address systemic barriers that disproportionately affect women and people of color
EXAMPLE: NerdWallet provides comprehensive benefits that support work-life balance and help reduce barriers to equity (Center for American Progress)
07 Set Diversity GOals and Ensure AcCOuntability: Establishing clear diversity goals and holding leadership accountable for meeting these goals can drive progress in achieving pay equity
EXAMPLE: Intel has set diversity goals and regularly reports on their progress, holding leadership accountable for achieving these goals (Center for American Progress)
08 . SupPOrt EmplOyeE ResOurce GrOups (ERGs): ERGs for various demographic groups provide a platform for underrepresented employees to share their experiences, advocate for change, and support each other
EXAMPLE: Medallia supports ERGs like LatinX Voices and Women@Medallia, which focus on creating a supportive environment for underrepresented employees (Center for American Progress)
09 PrOmOte Diverse Leadership: Encouraging and supporting the promotion of women and people of color to leadership positions helps create role models and mentors within organizations, fostering an environment where equity is prioritized
EXAMPLE: Companies like Bank of America have mentorship programs aimed at supporting the career growth of women and minority employees (Center for American Progress)
10 Pay Equity CertifIcatiOns: Obtaining pay equity certifications from recognized organizations can help validate a company’s efforts and commitment to fair pay practices
The Fair Pay Workplace (FPW) Certification is awarded to organizations that demonstrate a strong commitment to pay equity through rigorous evaluation and adherence to transparent, standardized rules and practices To qualify, companies must undergo a comprehensive analysis of their compensation data and practices, ensuring that they not only achieve pay equity but also maintain it over time This certification, backed by independent industry experts, signals to employees and stakeholders that the organization prioritizes fair compensation and is dedicated to fostering an equitable workplace
NerdWallet, a prominent financial advice company, has made significant strides in ensuring pay equity by achieving Fair Pay Workplace certification This certification is a recognition of the company’s commitment to dismantling pay disparities based on gender and race through a rigorous evaluation of their data and practices To qualify for this certification, NerdWallet had to adhere to a transparent set of rules and standards and commit to a tailored action plan to continuously improve their fair pay practices (Fair Pay Workplace) (Fair Play Talks)
Pay Transparency: NerdWallet openly shares pay ranges for all roles, allowing employees to understand how their salaries are determined This transparency helps to eliminate any ambiguity regarding compensation and ensures fairness in pay decisions (NerdWallet: Finance smarter) (Salary.com)
Regular Pay Audits: The company conducts regular pay equity audits to analyze compensation data across different demographics This practice helps to identify and correct any disparities, ensuring that employees are paid equitably regardless of gender, race, or other factors (NerdWallet: Finance smarter) (Salary.com)
Standardized Hiring Practices: To minimize bias during the hiring process, NerdWallet uses standardized interviews and predetermined salary ranges This consistency helps ensure that all candidates are evaluated fairly based on their qualifications and experience (Salary.com)
Manager Training and Resources: Managers at NerdWallet receive training on pay equity policies and best practices for conducting unbiased performance reviews They are provided with tools and resources to make fair compensation decisions, which supports a culture of fairness and equity (Salary.com)
Ongoing Reviews and Adjustments: The company regularly reviews its pay practices and performance processes to ensure continuous improvement By tracking key metrics related to pay equity and addressing any issues promptly, NerdWallet maintains its commitment to fair pay (Salary.com)
Examples of how other companies that are making moves towards pay equity
Salesforce
Salesforce is a prominent example of a company implementing effective policies to advance gender pay equity Here are some of their key initiatives:
REGULAR PAY AUDITS: Salesforce conducts annual compensation audits to identify and address any pay disparities . This ensures that employees receive equal pay for equal work, regardless of gender or ethnicity (Salesforce)(Salesforce)
COMMITMENT TO A DIVERSE WORKFORCE: Salesforce has committed to ensuring that at least 40% of its global workforce comprises women and non-binary employees by 2026 This includes specific efforts to increase the representation of underrepresented minorities in their leadership and overall employee base (Salesforce)
TRANSPARENCY AND REPORTING: Salesforce publishes annual equality updates that detail their progress towards achieving pay equity and workforce diversity goals These reports include data on pay equity adjustments and efforts to support underrepresented groups through targeted investments and initiatives (Salesforce)
SUPPORT FOR MINORITY-OWNED BUSINESSES: Salesforce has made significant investments in minority-owned businesses, committing over $100 million to Black-owned and other underrepresented minority (URM) businesses . This economic support helps create broader opportunities for equity beyond direct employment (Salesforce)
INCLUSIVE BENEFITS AND POLICIES: Salesforce offers comprehensive benefits designed to support a diverse workforce, including parental leave, flexible working arrangements, and programs specifically aimed at developing the careers of women and minorities within the company (Salesforce)
2024 LATINA EQUAL PAY DAY
Microsoft
Microsoft has implemented several key initiatives to address gender pay equity and foster a diverse and inclusive workplace Here are some detailed examples of their efforts:
Pay Equity Analysis and Adjustments:
ANNUAL REVIEWS: Microsoft conducts annual pay equity reviews to ensure that employees are compensated fairly regardless of gender or ethnicity This involves analyzing compensation data and making adjustments where disparities are found (The Official Microsoft Blog) .
TRANSPARENCY IN PAY PRACTICES: The company is committed to pay transparency, which includes sharing information about pay practices and adjustments made to address pay gaps This openness helps to build trust and accountability within the organization (The Official Microsoft Blog)
Workplace Policies and Practices:
NON-COMPETE CLAUSES: Microsoft has removed non-compete clauses from U S employee agreements (excluding senior leadership) . This policy change is aimed at empowering employee mobility and career growth, ensuring that employees are not unfairly restricted from seeking new opportunities (The Official Microsoft Blog)
PARENTAL AND CAREGIVER SUPPORT: Microsoft offers comprehensive parental leave policies and flexible work arrangements to support employees with caregiving responsibilities This is part of their broader commitment to creating a work-life balance and supporting employees’ diverse needs (The Official Microsoft Blog)
Diversity and Inclusion Initiatives:
RACIAL EQUITY INITIATIVE: Microsoft has launched a Racial Equity Initiative to address systemic racial inequalities This includes investing in employee resource groups, offering commercial-grade diversity and inclusion training, and committing to bridging the disability divide (The Official Microsoft Blog)
EMPLOYEE RESOURCE GROUPS (ERGS): The company supports various ERGs that provide community and advocacy for underrepresented groups, including women and minorities These groups play a crucial role in promoting an inclusive culture and providing networking and professional development opportunities (The Official Microsoft Blog)
Employee Feedback and Engagement:
LISTENING SYSTEMS: Microsoft has enhanced its employee listening systems through anonymous daily pulse surveys and biannual employee signals surveys This feedback mechanism allows the company to continuously improve its workplace policies and practices based on employees’ needs and concerns (The Official Microsoft Blog)
SAFE SPACES FOR CONCERNS: Microsoft has policies in place to ensure that employees can raise concerns without fear of retaliation This includes removing confidentiality provisions from settlement and separation agreements, reinforcing a culture of openness and safety (The Official Microsoft Blog)
Leadership Accountability:
LEADERSHIP COMMITMENT: Microsoft’s leadership is committed to diversity and inclusion, with specific goals and accountability measures in place This includes linking diversity goals to performance reviews and compensation for executives, ensuring that leadership is actively involved in driving equity initiatives(Microsoft Cloud) (The Official Microsoft Blog)
ActivIty: Commitment towards Latina Equal Pay Day
As you conclude your Latina Equal Pay Day event, you are encouraged to participate in a reflection and commitment activity designed to solidify your learning and inspire actionable steps towards advancing pay equity
Activity Description
At the end of the event, take some time to reflect on the key insights and lessons learned about the Latina pay gap, systemic barriers, and the importance of equitable workplace policies Write down your thoughts, focusing on what new information resonated with you and how it has influenced your understanding of pay equity issues
Next, commit to one specific action you will explore and implement to help move the needle on pay equity for Latinas This could be advocating for pay audits in your organization, mentoring Latina colleagues, or promoting inclusive policies After writing your reflection and commitment, share your thoughts with other attendees This sharing session will foster accountability and encourage collective effort towards achieving pay equity
It can look as simple as:
INSTRUCTIONS: Take a moment to reflect on the key insights and learnings from Latina Equal Pay Day. Consider the discussions, workshops, and presentations you participated in. Think about, what new information did you learn about the factors contributing to the Latina pay gap? Then, based on your reflections, identify one specific action you can take to help move the needle on pay equity for Latinas.
Choose a Theme for Your ‘Latina Equal Pay Day’ Event:
How to use the following themes as a guide/resource.
It is suggested that you organize your Latina Equal Pay Day (LEPD) event around a theme Doing so will allow you and the presenters to be more intentional and focused on the topics you wish you highlight that day It will also allow you to capture multiple audiences/backgrounds in a single day The following sections highlight four potential themes for organizing your LEPD event You can choose one of these themes, create your own, or mix and match some of these themes/questions Your main goal is to ensure that your content centers on achieving pay equity for Latinas and speaks to how this conversation impacts various audiences, while also spotlighting an empowering call to action
Each theme description also includes a set of questions to spotlight particular topics and discussions When recruiting speakers or workshop leaders, you can provide them with the question(s) and topics you want them to address as guidance
Each question/topic also indicates a potential target audience: Students, Early Career Professionals, MidCareer Professionals, Senior-Level Professionals, and Allies While these topics are open to all attendees, you may ask speakers to focus on specific demographics to ensure you engage multiple audiences throughout the event and include that in your session description You do not need to cover all questions under a chosen theme during the event– select the ones most relevant to your audience
Each section also includes a resource toolkit used to develop the themes and questions, which you can review to enhance your understanding and the conversations at your event .
OptiOn 1:
Latina Trailblazers: Revolutionizing Uncharted Industries
THEmE DESCRIPTION: Despite reports that Latina leadership remains low across multiple industries, there are promising trends that show that Latinas are making headway in achieving corporate upward mobility For example, Fintech, or financial technology, is an industry that encompasses a variety of applications, products, and services that enhance or automate financial services . In Latin America, women are increasingly taking leadership roles in fintech According to Crunchbase News, the region boasts five times as many female-founded fintechs as the global average Despite this progress, challenges remain: 500 Startups reports that 40 percent of female founders in fintech still struggle to meet their fundraising goals This innovative event aims to revolutionize uncharted industries through the Latina lens, focusing on Latinas stepping into leadership roles in new industries or industries where they have been historically underrepresented . Beyond tech, there has been a significant rise in opportunities for Latinas in industries traditionally dominated by men, such as transportation, construction, and shipping These fields offer hourly wages substantially higher than those in care professions, representing a step towards betterpaying jobs for Latinas However, the ultimate goal is not just to secure better jobs but to achieve betterpaying leadership positions and establish policies and procedures that ensure pay equity at multiple levels in the workplace and for future generations With inspiring stories and tools to stay empowered, this event seeks to learn from and build on the progress seen in the fintech industry and beyond This opportunity will bring together industry enthusiasts, professionals, and thought leaders to explore cutting-edge trends, disrupt conventional norms, and pave the way for the future of females in finance, technology, construction, and beyond Join us to enforce progress and inspire the next generation of Latina leaders
QUESTIONS AND ISSUES TO CENTER IN PANELS, SPEAKERS, WORKSHOPS & DISCUSSION
BREAKING DOWN THE GENDER DICHOTOMY: What are the key challenges Latina trailblazers face in breaking into traditionally male-dominated industries?
Potential Target Audiences: Early-Career Professionals, Mid-Year Professionals, Senior-Career professionals, Allies
LEARNING FROM GROWTH MODELS: How have Latina leaders contributed to the growth and innovation within the fintech and/or other sectors? What can the United States or other industries learn from the progress seen in Latin America?
Potential Target Audiences: Senior-Career professionals, Allies
SUCCESS STORIES: In what ways can the success stories of Latina trailblazers inspire and empower other women to pursue leadership roles in various industries?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Year Professionals, SeniorCareer professionals, Allies
IMPLICIT BIAS ON RACE AND GENDER: How can the intersectionality of gender and ethnicity impact the career trajectories and opportunities available to Latina professionals?
Potential Target Audiences: Early-Career Professionals, Mid-Year Professionals, Senior-Career professionals, Allies
POLICY AND PRACTICE: What initiatives and programs are currently in place to encourage more Latina representation in industries such as technology, construction, and finance?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Year Professionals, SeniorCareer professionals, Allies
MENTORSHIP AND ADVOCACY: What role do mentorship and networking play in the advancement and empowerment of Latina professionals across different industries?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Year Professionals, SeniorCareer professionals, Allies
UNDERSTANDING THE WAGE GAP: What steps can be taken to address systemic barriers and biases that hinder the progression of Latina individuals in the workforce?
Potential Target Audiences: Senior-Career professionals, Allies
RESOURCE TOOLKIT
01 Catalyst, (2023) “Women in Male-Dominated Industries and Occupations (Quick Take).”
02 Latinas In Business (YouTube 2022) “Latinas & Success: Latinas in Male-Dominated Industries: Who’s the Boss?”
03 Lean In, (Resources) “Leadership Fundamentals for Latinas”
OPTION 2: Beyond Degrees: Unveiling the Latina Wage Gap Dilemma
THEmE DESCRIPTION: Latinas, especially those with advanced degrees, face staggering wage differentials that not only impede their financial security but also perpetuate systemic inequalities According to a report by the National Women’s Law Center, Latinas with master’s degrees stand to lose over $1 2 million throughout their careers due to the wage gap, while those with college degrees face an even wider chasm in earnings In fact, the gap balloons to nearly $2 5 million for Latinas with professional degrees compared to their white, non-Hispanic male counterparts with similar educational backgrounds This pay disparity has hardly improved in the last 34 years In addition to bias in the interview process and the initial salary offer, Latina first generation college students are less likely to negotiate the initial offer and thus, are more likely to accept offers that pay less than their peers . This opportunity serves as a platform for empowered current and future leaders to dissect the challenges and opportunities inherent in Latina professional advancement and wage equity By delving into the complex interplay between education, workforce dynamics, and systemic biases, we aim to chart a course towards a future where education truly empowers and unlocks economic mobility for Latina professionals
QUESTIONS AND ISSUES TO CENTER IN PANELS, SPEAKERS, WORKSHOPS & DISCUSSION
UNDERSTANDING THE WAGE GAP: How does the intersection of race and gender impact the wage gap for Latinas with advanced degrees? What specific strategies can be employed to address these compounded biases in the workplace?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Year Professionals, SeniorCareer professionals, Allies
BIAS IN THE HIRING PROCESS: What types of biases are most prevalent in the hiring process for Latinas?How can employers create more equitable hiring practices?
Potential Target Audiences: Mid-Career Professionals, Senior-Career Professionals, Allies
NEGOTIATION SKILLS AND STRATEGIES: What strategies and tools can help Latinas negotiate more effectively?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Career Professionals
MENTORSHIP AND NETWORKING: How can mentorship and networking specifically help Latina women overcome barriers to wage equity? What best practices can organizations implement to create effective mentorship programs and networking opportunities for Latina professionals?
Potential Target Audiences: Student, Early-Career, Mid-Career- Senior-Career, Allies
WORKPLACE POLICIES AND ADVOCACY: How can Latina leaders and their allies advocate for policy changes within their organization that move the needle towards wage equity?
Potential Target Audiences: Mid-Career, Senior-Career, Allies
CASE STUDIES/SUCCESS STORIES: Which organizations have made significant strides in closing the wage gap for Latinas, and how? How do we identify what strides have been made?
Potential Target Audiences: Students, Early-Career, Senior-Career, and Allies
CASE STUDIES/SUCCESS STORIES: How have Latina women leveraged their education and career experiences to achieve financial upward mobility?
Potential Target Audiences: Students, Early-Career
RESOURCE TOOLKIT
01 Smith, M (2023) The Wage Gap Between Latinas And White Men has Hardly Budged in 30 Years, CNBC
02 Javaid, S (2023) Report: Because of the Wage Gap, Latinas Stand to Lose More thant $1.2 Million Over a 40 Year Career, National Women’s Law Center .
03 . McKinsey & Company (2023) Report: Women in the Workplace
Part 2: Debunking Four Myths on the State of Women: The “Broken Rung”
04 . Latinas aren’t paid fairly, and thats just the tip of the iceberg, LeanIn
OPTION 3:
The Key to Intergenerational Wealth: The Collective Responsibility for Latina Pay Equity
THEmE DESCRIPTION: Latina pay equity is crucial for achieving upward mobility for families and communities, ultimately building intergenerational wealth This event seeks to highlight the significance of equitable pay for Latinas as a foundational element for the prosperity of individuals, families, and entire communities According to The New York Times, high-income men see the biggest pay increases when they become fathers, while low-income women face the largest financial setbacks . Research shows that fathers are often perceived as more stable and committed to their work, while mothers encounter biases that result in their earnings decreasing For example, Carleen Haylett (CEO of EnrichedHQ) notes that mothers are paid up to 5% less per child compared to their childless counterparts, exacerbating the overall pay disparity. Furthermore, CBS reports that mothers face significant challenges in the workplace, with hiring managers exhibiting a bias against hiring them and subjecting them to harsher performance standards than their male counterparts . Achieving pay equity for Latina women is crucial for fostering intergenerational wealth for Latino communities Equitable pay enables Latina women to save and invest more effectively, contributing to wealth accumulation over time Speakers will engage throughout the event, offering strategies for addressing these issues head-on and exploring solutions for addressing income inequality, and supporting working parents in achieving financial security and professional success By tackling these challenges, we can create a more equitable future that benefits not only individual Latinas but also their families and communities, paving the way for long-term economic stability and intergenerational wealth .
QUESTIONS AND ISSUES TO CENTER IN PANELS, SPEAKERS, WORKSHOPS & DISCUSSION
PARENTHOOD AND WAGE EQUITY: How does the intersection of motherhood and income inequality specifically affect Latina women in the workforce?
Potential Target Audiences: Student, Early-Career, Mid-Career- Senior-Career, Allies
SUCCESS STORIES: How has your personal journey as a Latina influenced your understanding and approach to addressing pay equity and income inequality?
Potential Target Audiences: Student, Early-Career, Mid-Career- Senior-Career, Allies
IMPACT: It has been recorded that low-income women face significant financial setbacks upon becoming mothers How do we tackle this issue to ensure that Latina mothers are not disproportionately penalized?
Potential Target Audiences: Student, Early-Career, Mid-Career- Senior-Career, Allies
CHALLENGING PERCEPTION: Fathers are often seen as more stable and committed, while mothers face biases and earning decreases What steps can organizations take to change these perceptions and support Latina mothers in their careers?
Potential Target Audiences: Mid-Career- Senior-Career, Allies
CREATING BALANCE: What innovative solutions can organizations adopt to support Latina women, Latina caregivers, or Latina parents in balancing their professional and personal lives?
Potential Target Audiences: Early-Career, Mid-Career- Senior-Career, Allies, Entrepreneurs, Small Business Leaders
WEALTH CREATION: How can addressing pay equity for Latina women contribute to building intergenerational wealth within the Latina community?
Potential Target Audiences: Early-Career, Mid-Career- Senior-Career, Allies
COMMUNITY ENGAGEMENT: What role can the community and grassroots organizations play in supporting Latina women, parents, or caregivers facing income inequality?
Potential Target Audiences: Early-Career, Mid-Career- Senior-Career, Allies
INDUSTRY EXAMPLES: What are examples of successful initiativse or programs that have made a significant impact on addressing pay equity for Latina women?
Potential Target Audiences: Student, Early-Career, Mid-Career- Senior-Career, Allies
VISION: What is your vision for achieving Latina pay equity in the next decade, and what are the critical steps we need to take to get there?
Potential Target Audiences: Student, Early-Career, Mid-Career- Senior-Career, Allies
RESOURCE TOOLKIT
01 Singer, T (2023), MBA Chic “From awareness to action: Latina Equal Pay Day”
02 Carmona, T (2023, “Understanding Latino wealth to address disparities and design better policies”
03 . Shumway, J (2024), CBS “Mothers less likely to get hired and if they do, are paid less”
04 . Travis, M (2024), Forbes “One Simple Practice To Reduce Workplace Bias Against Mothers And Caregivers”
05 Anderson, J (2016) Breadwinner Mothers by Race/Ethnicity and State, Institute for Women’s Policy Research
06 . JPMorgan Chase & Co (2023) Black, Hispanic, and Latina Women Report Increased Confidence in Investing Knowledge and Built Generational Wealth
OPTION 4:
Not Tomorrow, T O D A Y: Same work, Same Pay
THEmE DESCRIPTION: Not Tomorrow, T O D A Y: Same work, Same Pay” is a rallying cry for Latina Equal Pay Day, emphasizing the urgency of addressing the gender wage gap faced by Latina women This year’s theme focuses on the systemic barriers Latinas encounter in their careers, for example, the “broken rung” phenomenon The “broken rung” refers to the initial step up to manager that women, particularly Latinas, are less likely to achieve compared to their male counterparts, creating a significant barrier to career advancement and pay equity There is a stark disparity in promotion rates, where for every 100 men promoted to manager, only 75 Latinas are, underlining the pressing need for immediate action to ensure equal opportunities and fair compensation for Latina workers Overcoming the broken rung, as well as achieving pay equity overall, requires concerted efforts from both employers to implement equitable promotion practices and from allies who can advocate for and mentor Latinas to ensure they have the support and opportunities needed to progress Join us for a powerful event filled with inspiring speeches from leading advocates, panel discussions with industry experts, and interactive workshops designed to equip attendees with the tools and knowledge to advocate for themselves and others This event is not just a call to action but a celebration of resilience and potential By coming together, we can push for systemic changes that ensure Latinas receive the recognition, opportunities, and pay they deserve Let’s make equal pay a reality—not tomorrow, but T O D A Y
QUESTIONS AND ISSUES TO CENTER IN PANELS, SPEAKERS, WORKSHOPS & DISCUSSION
UNDERSTANDING THE BROKEN RUNG: What specific factors contribute to the “broken rung” phenomenon for Latinas in the workplace? How does the “broken rung” impact long-term career advancement and wage parity for Latinas?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Career Professionals, Senior Professionals, Allies
PERSONAL EXPERIENCES AND INSIGHTS: What strategies or actions have Latinas taken that were effective in overcoming barriers?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Career Professionals, Senior Professionals, Allies
SYSTEMIC BARRIERS AND SYSTEMIC SOLUTIONS: What role of organizational policies and cultures play in perpetuating and breaking down these barriers? What policy changes could help address promotion and pay disparity for Latinas?
Potential Target Audiences: Senior Professionals, Allies
EMPOWERING LATINAS: What advice would you give to Latinas facing barriers in their career progression? Are there any specific skills or competencies that Latinas should focus on to enhance their promotion and salary increase prospects?
Potential Target Audiences: Students, Early-Career Professionals
CREATING A SUPPORTIVE NETWORK: What are effective ways to cultivate and leverage a network for career advancement?
Potential Target Audiences: Students, Early-Career Professionals, Mid-Career Professionals
SUPPORTIVE NETWORK: What are effective ways to support and advocate for Latinas in the workplace?
Potential Target Audiences: mid-career professionals, Senior professionals, Allies
RESOURCE TOOLKIT
01 Kawamoto, D , (2023) As demographics shift, why HR needs to understand Latino cultures, Human Resource Executive
02 Thomas, R & Brown-Philpot, S (2021), This equal pay day, fight for Black women and Latinas hit hardest by the pandemic, Fortune
03 Ruchika, T . (2021) . Negotiation won’t fix the Gender Wage Gap, LinkedIn .
04 . McKinsey & Company (2023) Report: Women in the Workplace
Part 2: Debunking Four Myths on the State of Women: The “Broken Rung”
05 Toolkit: Lean In’s 50 ways to fight bias
06 . Toolkit: Hispanic Association on Corporate Responsibility Corporate Inclusion Index
07 Richman, K , Sun, W , Sena, J , & Chun, S D (2017), The Rise of the Latina: Hungry for Financial Education, challenged by cultural stereotypes
SECTION TWO PUTTING THE EVENT TOGETHER
National Responsibilities
Overall Guidance: Provide overall guidance, resource allocation, and support to regional symposium leads
Vendor Payments and Reimbursements: Process vendor payment and reimbursement requests for all properly submitted and approved expenses related to this event
Revenue and Expenses: Record all event revenues and expenses and distribute any remaining profit based on the profit-sharing method agreed upon by National and the host chapter
Marketing and Promotion: Develop a high-level social media campaign and provide toolkits and templates to the host chapters, utilize the national ALPFA email list for targeted messages, and, if applicable, provide support and maintain the national ALPFA website updated with event and registration details .
Insurance: Ensure the event is covered by appropriate insurance in accordance with National ALPFA guidelines
Host Chapter responsibilities
Local Leadership: Host Chapter President with support from Regional Directors, leads the regional planning team responsible for planning and executing logistics specific to their region’s Latina Equal Pay Day event
Event Planning Committee: Handle various aspects such as marketing & promotion, venue selection & logistics, partnerships, programs, registration, volunteer management, and budget & finance .
Budget and Finance: Develop a detailed budget outlining anticipated expenses and track all expenses and document income sources . Submits Detailed Event Plan (DEP) at least 45 days prior to event
Venue Selection and Logistics: Secure the venue, manage logistics (catering, audio/visual, etc .), and ensure all venue-related details are in order
Volunteer Management: Recruit, train, and assign roles to volunteers who assist with event setup, registration, and other tasks
Speaker Management: Identify, invite, and confirm speakers for workshops and company representatives for career fair participation
Marketing and Promotion: Promote the event within the local and regional member base Identify local or regional organizations whose might benefit from attending the event
Registration: Manage the registration process and ensure accurate tracking of registered attendees using Event Center
Budgeting & Financial Management
Detailed Event Plan (DEP): Prepare a DEP that includes all projected expenses and submit for approval before incurring any expenses This includes food and beverage, venue rentals, AV costs, professional services, signage, marketing expenses, and other necessary expenditures
Initial Budget: Upon submission and approval of the corresponding Detailed Event Plan (DEP), chapters can spend up to $5,000 prior to producing revenue Any additional expenses need to come out of additional revenue either sold by national or the local chapter ALPFA National, Regional Directors, and Local Chapters, will collaborate to identify partners to support their regional LEPD event
Please note: The chapter should check with Finance if the invoice is paid before using the funds to incur additional costs
Sponsorships: Secure sponsorships to generate additional revenue and offset event costs . Ensure compliance with the guideline of only one platinum sponsor per region
Revenue Split: Remaining revenue, post LEPD, will be distributed via a profit-sharing method outlined by the Finance team An allocation will be made to the chapters P&L report when and if there is a gross margin after all of the expenses related to the event have been covered If the event leaves no revenue, no money can be allocated to the chapters . Once, all expenses are paid, Finance will look at the gross margin and apply the following method:
50% of all revenue sold directly by chapter will be allocated to the chapter´s P&L report .
20% of the remaining 50% will also get allocated to the chapter´s P&L
Chapters will be allocated these revenues to their P&L to be spent during the same calendar year on chapter activities led by the Professional Chapter
Venue Selection Considerations
Accessibility: Choose a centrally located venue that is easily accessible by local and regional members
Facilities: Ensure the venue has adequate space for your planned event, inclusive of but not limited to spaces for workshops, presentations, and common areas for large plenary sessions Evaluate accessibility features for attendees with disabilities
Cost-Effectiveness: Unless a host sponsor is providing in-kind support for the venue, Chapters should plan to spend up to 50% of any revenue secured on the event
Networking Opportunities: Plan to host the event at a venue that can provide adequate networking space for attendees
2024
Event Logistics & Operations Considerations
Registration & Welcome: Open registration on time, troubleshoot technical issues, greet attendees, and provide badges and lanyards (if applicable)
Speaker & Presentation Management: Ensure speakers have access to presentation materials and technical support Introduce speakers and moderate Q&A sessions
Activity & Workshop Management: Set up rooms according to the event format, assign volunteers to assist presenters, and monitor sessions
Networking: Encourage attendees to network with other professionals and partners on-site .
Food & Beverage Management: Monitor supplies, replenish as needed, and address dietary restrictions .
Marketing & Promotion Considerations
Marketing Channels: Utilize the national ALPFA website, AMP, social media, email marketing, professional chapter slack, and partner networks
Messaging: Highlight the value and importance of attending LEPD
Early Bird Discounts: Offer incentives for early sign-ups to create urgency
Track Results: Monitor the effectiveness of marketing efforts through website analytics, social media insights, and registration data
Registration
Platform: Must use Event Center for all registration needs
Pricing:
Promotion: Include clear registration information in marketing materials, encourage local chapters to promote within their networks, and highlight membership benefits
Risk management & Contingency Plans
Proactive Risk Management: Evaluate potential venues, review vendor contracts, host prep-calls with speakers, develop a realistic budget, and establish contingency event plans
Contingency Plans: Develop plans for common risks such as low attendance, speaker cancellations, technical difficulties, inclement weather, and medical emergencies
Volunteer Management
Recruitment: Start early, target relevant student organizations, promote through various channels, and highlight volunteer benefits
Training: Conduct pre-event training sessions, provide an overview of roles and responsibilities, and develop training materials
Communication: Send pre-event confirmation emails, designate a volunteer coordinator, and maintain on-site communication
Recognition: Express gratitude through verbal appreciation, small tokens of appreciation, and social media acknowledgments
On-Site Operations
Pre-Event Set-Up: Oversee set-up according to the floor plan, ensure functionality of audio/visual equipment, and set up registration tables
Event Day Operations: Manage registration, welcome attendees, coordinate speakers and presentations, ensure smooth transitions, and handle food and beverage service
Overall Coordination: Maintain clear communication among volunteers, staff, and speakers, and be prepared to adapt to unexpected situations
Logistics Checklist
Pre-Event: Confirm venue access, ensure audio/visual equipment functionality, verify registration materials, and conduct a volunteer briefing
Event Day: Open registration, greet attendees, manage presentations, monitor workshops, facilitate networking, and address any issues promptly
Post-Event: Pack up and clean up, express gratitude to volunteers, and collect feedback for improvement
Post Event Milestones:
Evaluation and Feedback:
Feedback Mechanism: Distribute post-event surveys using Event Center to all attendees
Metrics and Reporting: Track marketing reach, registration numbers, volunteer recruitment, attendance, workshop participation, networking engagement, satisfaction surveys, social media feedback, and financial performance
Lessons Learned Meeting:
Purpose: Discuss the successes and challenges of the event, identify areas for improvement, and share best practices
Attendees: Local chapter and regional leadership team, event committee members, and ALPFA National LEPD leads
Meeting Agenda: Include welcome and introductions, event overview, group discussion and feedback sharing, action items, and closing remarks Promote a positive and constructive environment and track action items for future events
SECTION THREe
FREQUENTLY ASKED QUESTIONS
Who on our board should be leveraged on our board for planning and content?
A:
Women of ALPFA leaders should always be involved If your board does not include one, collaborate with your events and marketing leads . Additionally, engage board members who have expressed interest in women’s communities and Latina-driven initiatives
Who should we leverage first when searching for a venue?
A:
Begin with local women’s organizations and nonprofits Also, explore women and minority-owned restaurants, event spaces, and Latina-owned and operated businesses to support your event
How can we effectively promote the event to ensure maximum attendance and engagement?
A:
Use a multi-channel marketing approach, including social media, email campaigns, community partnerships, and local media Highlight the event’s significance and the impact of Latina pay equity on families and the community Engage local influencers and community leaders to help spread the word in a relatable way
Can we request a list of all Women of ALPFA Chapter Board members in our region?
A:
Absolutely ALPFA National can provide this information to aid your planning efforts If you do not currently have this role filled locally, this is an excellent opportunity to reduce the learning curve, gain valuable insight, and set a goal for your local chapter
What is the first step in identifying interested sponsorships? Local or new .
A:
Start with a conversation amongst sponsors that your chapter currently holds Gather information about their Women and Latina efforts, ERG Structure, and explain the ROI for them getting on board with a Latina Equal Pay Day event Feel free to share current research and data with them found within the suggested topics < resources Next will come local research to identify the companies that could potentially be interested in recruitment opportunities for latinas of all levels either in your city or region to assist them in pipeline creation It will be a win-win if LEPD also drives new sponsors for your local chapter
What should our response be if we receive pushback from a partner?
A:
Find out the current pain points and concerns for these sponsors to identify how ALPFA, locally and nationally, can offer a benefit addressing the issues expressed
What types of speakers and panelists should we invite to provide diverse and impactful perspectives?
A:The goal is to include a mix of experts such as economists, policymakers, latina business leaders, allies of any communities, advocates for pay equity, and individuals with personal experience Ensure representation from various sectors to provide a comprehensive understanding of the issue and the call to action we hope to accomplish together
How does ALPFA National suggest we divide and conquer tasks most effectively and efficiently?
A: Create subcommittees specialized in different parts of the whole planning process
Create a central location for all the documents related to your event and share access with all committee members: This will help committee members to stay on the same page and make sure everyone is using the most current information Create a task tracker in which you break down all the different tasks and assign a responsible party for each task: This will help you keep your planning process on track and according to timeline
Assign due dates for each task
Identify a cadence that works for all members and start planning meetings as soon as possible . Make sure to collect and bring all questions and roadblocks to these meetings End the meetings with solved actions and action items/next steps
Meeting minutes: Make sure that all pending points are reflected in the meeting minutes and a responsible party is assigned to each open Item Save the meeting minutes in the shared space where everyone applicable has access to all documents saved
How can we create an inclusive and supportive environment for attendees? How can we make sure that allies and men feel just as welcome and important to progress, as our Latina sisters?
A:Foster an inclusive atmosphere by ensuring accessibility for all participants and consider providing translation services if needed Offer Safe Space reporting for open dialogue, and remind attendees of its availability From theme selection to marketing, encourage diverse participation and offer opportunities for networking, community building, and allyship
What are the benefits of being a host chapter?
A: Chapter leaders increase their planning and networking skills
Strengthen relationships and alliances with other regional professional and student chapters
Possibility of including a new benefit as part of the local agreements
Possibility of increasing the pipeline of local sponsors
The possibility of customizing local events
Opportunity to activate more chapters in the Region
