Latinas face the steepest drop in representation as they climb the corporate ladder, according to Lean In’s first-ever report on the state of Latinas in corporate America.
Despite Latinas accounting for nearly 1 in 10 people in the US, they hold less than 1 in 20 entry-level corporate jobs and only 1 in 100 C-suite positions.
Disparities in Advancement and Pay
In 2023, white men’s representation increased by nearly two-thirds (64%) from entry-level to C-suite positions, while Latinas’ representation decreased by over three-quarters (78%).
Latinas also experience the largest pay gap among women, earning only 52 cents for every dollar earned by non-Hispanic white men. In sectors like business and finance, Latinas earn 36% less than white men, the least of any group of employees.
And while Latinas ask for raises just as often as their peers, they are less likely to receive them.
Read: WOC In The Workplace - What We Learned From The Largest Study Of Women In Corporate America
Latinas are also more likely to seek promotions and senior roles than white women. However, alongside Black women, they are the least likely to be promoted.
A contributing factor is the lack of support from senior colleagues and managers.
The report found that sponsorship, where senior colleagues actively promote a junior employee’s career, is less accessible to Latinas due to limited networks and affinity bias.
Microaggressions and Workplace Culture
Latinas often find themselves as “Onlys” in their workplaces, being the only individuals with their racial identity in a room.
Almost 3 in 4 (74%) Latina Onlys have experienced microaggressions at work leading to burnout and a reduced sense of equal opportunity.
These microaggressions include coworkers expressing surprise at their language skills and hearing negative comments about their culture.
Afro-Latinas, as well as those who have darker skin or look more indigenous, are more likely to have their competence questioned or be perceived as more junior than they are, further impeding career advancement.
As a result, many Latinas say they switch up their appearance and behavior to attempt to assimilate at work.
Supporting Latinas in Corporate America
The report suggests several strategies to support Latinas in the workplace:
Firstly, it recommends companies tackle pipeline barriers. This includes tracking key outcomes by gender and race, widening the talent pool to include more Latinas, and addressing hiring and promotion biases.
The report also suggests companies increase sponsorship opportunities for Latinas, for example, by organizing networking events and conferences to encourage relationship-building.
Other recommendations relate to fostering inclusion, through supporting ERGs, bias training, tackling bad behavior, and other actions.
You can read the full report here: The State of Latinas in Corporate America.
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