4 minute read
Harnessing the power of Diversity: Empowering Latina Leardership
by Mariana Salazar, Veronica Arrascue and Ximena Barreto
Important social transformations have called for an increase in the diversity of the workforce. If we find ourselves immersed in an increasingly globalized and competitive economy, it is only logical that organizations demand greater flexibility in their structures. We know with some certainty, and contrary to what was foreseen years ago, that the participation of employees with interpersonal skills and cultural similarity between the service provider and the client is of special importance. Similarly, the arguments in favor of gender diversity in the workplace are strengthened every day and has led to the increasingly widespread recognition of a greater participation of women in the labor market. Research by the Hispanic Association on Corporate Responsibility show that Latinas represent
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Latinas are changing their conventional roles as they increasingly become the primary source of household income - thereby changing the face of the dynamic of Hispanic households with traditional male-dominated families - allowing them to take on roles as a taker of main or joint decisions.
Today, the social importance of Latinas in fields of politics, business and academia has demonstrated the relevancy of education, bilingualism and cultural dynamic. Despite the call for Latinas in the workplace, we continue to be underrepresented in positions of power and continue to face challenges in the workplace. Latinas are often scrutinized under a microscope and are bombarded by micro-aggressions and tormented with stereotyping comments referencing to assumption of criminal status and myth of meritocracy. Many struggle to find their voice having been born with two challenges, being female and Latina.
A profile on Latina Leadership
Culturally based leadership:
From being raised in extensive communities, Latinas help foster a sense of community rooted in collective growth. Our leadership style reflects the social, family-oriented, and celebratory nature of our community. This offers a lot of potential when it comes to achieving commitments, either with the objectives of the organization or in a particular project.
The power of biculturalism:
Bicultural Latinas move easily between the two cultures, driving cross-cultural affinity by sharing their cultural roots with friends, family, and coworkers. They master Spanish and English and utilize these assets to exponentially expand the market, driving diversity while also appealing to consumers close to Hispanic culture, capable of acquiring products outside their traditional comfort zones.
Horizontal leadership:
Latina leadership is inclusive and transformational, encouraging participation and teamwork in a safe environment. Increasing the scope of participation tends to create and strengthen group identities. We bring diverse communities together, and in today’s multicultural and global community, this indispensable ability is a special contribution of our culture.
Empathetic Leadership:
Our experience with raising a family while acclimating to a new environment helps us take into account the “human” side of people and generate high levels of empathy. Latin culture is welcoming and understanding. For many, we live under the pretense “Give so much, even when you have so little”.
Greater predisposition to change:
Migrating from developing countries means not everything is given to us, and we learn not to take things for granted, as well as the ability to overcome and adapt. This versatility helps us think and act in many directions and subjects at the same time, giving us an advantage when making decisions and facing crises.
‘Sí se puede’ attitude:
To be a Latina in an executive position is an explicit act of empowerment, and an implicit act of activism. Every Latina executive is making space for young Latinas to believe that social and economic mobility is possible, while making an effort to diversify board rooms. It is an effort rooted in activism on multiple fronts, addressing multiple disparities, including those based on gender and race. Generations of Latinas have proven they can make the decisions for the household. It is now time they get to make decisions at the executive level. The following Index will allow the Buckeye community to estimate their involvement and promotion diversity and inclusion.
Promoting Diversity and Inclusion:
Stage 0
Compliance: There are actions only generated from a regulatory framework based on the size of the company. Diversity and culture of inclusion are not part of the objectives company strategic nor are there specific policies that speak of diversity.
Stage 1
Initial awareness: Interests in diversity and inclusion issues begin to emerge- but it continues to come from a regulatory and social pressure. There may exist some isolated programs working toward diversity and inclusion.
Stage 2
Pro-active awareness: There is a clear interest in the value of diversity and inclusion. Communities begin to launch initiatives with a common thread. Inclusion is being valued at the workplace.
Stage 3
Strategic implementation: The diversity strategy begins to be related to business aspects, monitoring indicators are established, role models and company’s cultural involvement are structured.
Stage 4
Consolidated implementation: The organization and its managers are an example for other communities and are considered best in class on issues of diversity and inclusion. Internal barriers within the organization are identified and overcome to advance diversity and inclusion not only within the organization, but around the world.
Authors:
- Mariana Salazar, Material Science Engineering and Business Student
- Veronica Arrascue, Double Major in Finance and Economics. President of ALPFA at Ohio State
- Ximena Barreto, B.S. Industrial Engineering Masters in Finance. CFO SABA Consulting Group. Promoting Diversity and Inclusion
Harnessing the power of diversity:
