How to do Hispanic Heritage Month the right way

As companies partake in Hispanic Heritage Month celebrations they should be boosting their support for those who need it most — their employee resource groups.

Seventy-two percent of Latinx employees feel they can't be their true selves at the typical U.S. workplace, according to a 2023 Great Place to Work survey. This is especially concerning seeing as Hispanic and Latinx employees are expected to account for 78% of net new workers between now and 2030, making inclusion efforts for this demographic crucial for recruiting and retention efforts. 

"Having a Latinx-specific group ensures we're representing our unique experiences accurately," says Monica Maldonado, a recruiter at employment agency Aquent and the leader of their Latin-ish ERG. "It helps avoid stereotyping too — not all of us celebrate holidays like Dia De Los Muertos or Carnaval." 

Read more: When employers back away from DEI, workplace mental health suffers

Latin-ish was created for anyone at Aquent who identifies with the Latinx diaspora. The group, which also welcomes allies, meets monthly to discuss everything from their members' cultural quirks to their personal and professional growth inside and outside of the company. The goal is to give as many communities within the demographic a space to share their experiences, seek resources and raise awareness. 

Often the biggest misstep companies make when creating Latinx or Hispanic ERGs, according to Maldonaldo, is not listening to the employees from these communities and instead making assumptions based on vague stereotypes. 

"We cover a lot of ground — from immigration and mental health to civil unrest and language barriers," Maldonado says. "Recently, we discussed the situation in Ecuador and had a great session on imposter syndrome. It's all about creating a safe space where people can share and know they're not alone," she aads, referring to the country's state of emergency due to a rising number of violent deaths and crimes.

And statistically, creating safe and equitable ERGs for this demographic has shown tangible results. According to Great Place to Work's survey, when Latinx employees felt like they could be their authentic selves, they were three times more likely to stay with their company. When they reported overwhelmingly positive experiences in the workplace, they were 30% more likely to give extra effort at work and six times more likely to recommend their workplace to friends and family.

Read more: 50% of non-native English speakers don't understand their safety training

"It's crucial to give everyone a voice and remember that Latinx folks aren't a monolith — we've got diverse cultures, beliefs, and experiences," Maldonaldo says. "ERGs like ours help leaders avoid these pitfalls and boost their DEI initiatives."

And while having a dedicated month to highlight the various Latinx and Hispanic employees within their company's ranks is incredibly important, it's also the bare minimum, Maldonaldo says. To truly make a difference and promote DEI values, the work needs to go above and beyond. 

"Remember, inclusion should be a year-round gig," she says. "Use the month as a springboard for ongoing initiatives that celebrate and support your Latinx employees every day."