Latino Professionals in Corporate America: The Call for Authenticity, Inclusion, and Equity
In today’s rapidly evolving workforce, conversations about diversity and inclusion are more visible than ever. Yet, for many Hispanic and Latino professionals, progress remains slow—and the barriers to upward mobility are still steep.
Despite comprising 19% of the U.S. population, Hispanic and Latino individuals represent only 8% of the professional labor force, according to a recent report by Coqual, More than a Monolith: The Advancement of Hispanic and Latino/a Talent (Coqual, 2023). Even more concerning is the representation at leadership levels: just 10% of managers and a mere 5% of executives identify as Hispanic or Latino. These numbers signal a persistent and systemic underrepresentation that limits access to power and influence in corporate spaces.
The challenges go beyond representation. Nearly 40% of Hispanic and Latino professionals report feeling pressured to conform—to change aspects of their identity or behavior to “fit in” at work (Coqual, 2023). Whether through code-switching, downplaying cultural expressions, or avoiding Spanish in professional settings, many Latino professionals feel they must shed parts of themselves to gain acceptance.
This erasure of authenticity doesn’t come without cost. The same study found that 41% of Latino professionals are considering leaving their jobs within a year, a rate that signals both dissatisfaction and a corporate culture that often fails to nurture belonging.
Why This Matters
Authenticity and inclusion aren’t just moral imperatives—they’re strategic ones. The Latino population is the fastest-growing demographic in the U.S., and nearly 80% of new workers entering the labor force over the next decade are expected to be Hispanic or Latino (U.S. Bureau of Labor Statistics, 2022). This demographic shift means that the future of work is undeniably Latino. But if current trends continue, organizations risk losing valuable talent before it has a chance to lead.
The lack of Latino representation in leadership also affects mentorship and sponsorship opportunities—critical components of professional advancement. Without leaders who reflect their background or understand their cultural lens, Latino professionals often lack access to the informal networks and advocacy that accelerate career growth.
The Way Forward
To close these gaps, organizations must move beyond performative diversity efforts and engage in transformational change. This means:
Redefining professionalism to include multicultural expressions rather than reward assimilation.
Valuing bilingualism and biculturalism as assets, not liabilities.
Creating identity-affirming spaces that encourage connection, not conformity.
Investing in leadership pipelines specifically designed to elevate Hispanic and Latino professionals.
Companies must recognize that diversity without inclusion leads to turnover, not transformation. It is not enough to hire Latinx talent—organizations must actively retain, support, and promote them. When professionals are empowered to lead as their full selves, businesses benefit from a richer, more dynamic workplace culture and gain access to a broader range of insights, ideas, and innovations.
Final Thoughts
The future of corporate America depends on its ability to evolve. With a rising Latino workforce, now is the time for businesses to dismantle outdated norms and build environments where all professionals can thrive—without checking their culture at the door.
By creating systems of equity, organizations won’t just retain Latino professionals—they’ll benefit from their brilliance.
References
Coqual. (2023). More than a monolith: The advancement of Hispanic and Latino/a talent. Retrieved from https://coqual.org
U.S. Bureau of Labor Statistics. (2022). Labor force projections to 2031: Faster growth ahead. Retrieved from https://www.bls.gov/opub/mlr/2022/article/labor-force-projections-to-2031.htm
