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The Emerging Hispanic Workforce
A surprising statistic revealed in the 2000 Census is that Hispanics are the fastest growing minority in the United States, representing 12.5% of the US population. This represents a 60% growth in 10 years and experts predict that growth will continue. In Arizona alone, Hispanics represent 25.3% of the population, which is an increase of 88% in 10 years, meaning 600,000 additional Hispanics.
However, the census also reports that 49% are not proficient in English, and the education of Latinos has not improved as much as they are growing up. 11% have graduated from college, 56% have a high school diploma, and 28% have at least 9 studies. Therefore it is important that special, high-quality courses in Spanish are created for Hispanics who work in the US. The official picture of the Latino workforce is very confusing. EEOC complaints have doubled in 5 years, and settlements have risen to $50 million. In June 2000, a class action lawsuit by 22 Hispanic females against Grace Culinary Systems, Inc. (WR Grace’s agent) resulted in a $1 million settlement. In April 2001, the University of Texas paid $2.4 million to Hispanic employees for discrimination. Although these workers are hardworking, loyal, and valuable in many industries, prejudice and discrimination still persist.
An article by Stephen M. Paskoff and Lori J. Shapiro in the November, 2000 issue of Legal Times stated: “In several recent cases, the United States Supreme Court has clarified its obligations to employers. not only important, but it must be clearly and effectively explained to company management and employees so that they both understand the principles and apply them in practice.” They continue to say, “Without realizing that the most important consequences affect behavior, some companies only offer things related to discrimination, violence sexual, or employment matters to employees without conforming to company culture, expectations, or standards.”
Employers can no longer make superficial efforts to change their behavior. These actions should be large and meaningful. In addition, it must be expressed in the language of the working people to be effective. Otherwise, we are not communicating clearly and effectively, as suggested by Shapiro and Paskoff.
This presents a challenge for Human Resources professionals. A comprehensive plan should be developed. Education is one important thing. Another is to establish a corporate culture that upholds the ideals of anti-discrimination within the organization’s workforce, and implement systems and programs to support that belief.
This concept should begin at the beginning of the job and continue throughout the career of the Latino employee. Since the recruitment process is the first experience that Spanish applicants will have with the organization, submitting an Employment Application in Spanish will speak volumes about your commitment to diversity, as well as having a bilingual interviewer in Human Resources. Once hired, memos, policies and procedures, and signs for all employees must be translated into Spanish. In addition, new work practices, staff meetings, and counseling sessions must be conducted in Spanish.
Employee retention is a major challenge today in all areas of employment. In the culture of the Puerto Rican people, close people, as well as relatives, play a very important role. When companies can incorporate a family culture into their environment, they will be more successful in retaining these employees. Lucent Technologies closes this cultural gap by offering an Employee Business Partner team that supports African Americans, Hispanics, and Asians with their unique challenges. The group develops its own business plan that covers issues such as language and family. It provides a family space where everyone feels accepted and supported, as well as a tool for writing and maintaining organization. Some companies offer educational programs with bilingual teachers and instructional videos in Spanish that are not listed or written. Advanced programs in Spanish should include topics such as:
o Violence is respect
o Customer Support
o Awareness Training for Managers and Supervisors
o Cultural Diversity
o English as a Second Language (ESL)
o Spanish as a Second Language for managers, supervisors, employees (SSL)
o Understanding Your Company Benefits Package
Companies that implement this philosophy have been very successful. They are experiencing the benefit of lower interest rates due to the loyalty of Spanish workers, higher productivity, and the rise of the job bank due to the increased number of people sent. They’ve learned that it’s the right thing to do, and it’s good business.
In short, let me cite two Spanish scholars who best describe the problem. Sonia Perez, Senior Vice President of Research for The National Council of La Raza says, “This is not a matter of ‘being nice’ to Latinos. We are already an important part of the workforce. In the future when Anglo birthrates are declining, and Anglos grow older and retire. It’s in America’s best interest to invest in the Latino workforce.” And, Belkis PeA a, HR Senior Business Partner at Lucent Technologies, says, “It’s a learning curve for everyone, but it’s the HR of today, not tomorrow, that needs to be changed.”
As Reprinted in: Prentice Hall’s 2004 college publication: Human Resources for the Hospitality Industry, as well as Hospitality News, Empire State Food Service News, and Today’s Grocer.
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