How can you support Latinos as leaders in the workplace?

The Latino population has been steadily growing in the U.S.; the U.S. Census Bureau reports there were about 65 million Latinos in the U.S. in 2023—one-fifth of the total population, according to ConstructioNext. Data from the U.S. Bureau of Labor Statistics show Latinos made up 34% of the workforce in 2023.

Additionally, the number of Latino-owned businesses grew 8.2% from 375,256 in 2020 to 406,086 in 2021 and made up 6.9% of all businesses. The highest number of Latino-owned companies in 2020 was in construction with nearly 63,000 firms.

ConstructioNext shares the following ways construction companies and leaders can elevate Latinos and support them as leaders in the workplace.

1. Create space. Before acclimating to a new work environment, Latinos observe, learn as much as they can about the culture and co-workers and then engage. Rather than labeling them as shy or unmotivated, revise expectations through a cultural lens.
2. Develop mentorship programs. Such programs can be powerful tools for promoting diversity in leadership by helping underrepresented employees get the support needed to succeed and creating a more diverse talent pipeline for future leadership.
3. Take genuine interest in leadership development. Without representation in leadership positions, Latinos often lack the role models and mentors needed to advance their careers. Provide opportunities for coaching, training and challenging assignments while supporting them in their daily roles. 
4. Educate the public. Groups that are minimally represented in construction, such as women and people of color, may be unaware of career opportunities in the industry. Your company can visit schools and engage with underprivileged youth to establish early outreach and develop a path for young people to enter construction and advance their careers.
5. Be an advocate for individual accomplishments. Cristina Padilla, director of coaching and engagement at ExecOnline and co-lead of the LatinEXO Employee Resource Group, says Latinos typically are socialized to be humble and prioritize the group over the individual. Emphasize and publicly recognize their achievements to provide visibility at the organizational level and make Latinos more comfortable with receiving recognition.
6. Focus on intentional recruiting. Ensure recruiting efforts are inclusive and diverse. Partner with organizations that support diversity and actively seek underrepresented candidates.
7. Measure progress. This can help ensure diversity and inclusion efforts are practical and effective. Set goals, track metrics and report progress regularly to increase accountability and allow your company to adjust strategies.

Visit NRCA’s Spanish website for business owners and roofing workers, which offers exclusive resources and benefits to help Spanish-speaking professionals elevate their business and enhance their skills.