Latinas, Salesforce, Facebook, The Female Quotient, Andrea Schiller, Heather Conneely, Shelley Zalis, Verizon Media, Latinas İn Tech, Latina Equal Pay Day

Latinas, Salesforce

On Latina Equal Pay Day: Let’s Get More Latinas Into Tech

On Latina Equal Pay Day: Let’s Get More Latinas Into Tech

10/21/2021 3:33:00 PM

On Latina Equal Pay Day : Let’s Get More Latinas Into Tech

A 2020 study found while women comprise 28.8% of the U.S. tech workforce, Latinas hold a mere 2% of jobs in STEM. It’s time we flip the script on the homogeneous and often difficult-to-navigate landscape of the tech industry.

Take ownership of diversity initiativesIt is important to not only hire for diverse talent but to place focus on their career growth and retention.According to Women in Tech, women in STEM careers are more likely to leave within the first few years due to an unsupportive work culture. A lack of diverse role models and representation in the workplace also leads to higher turnover. An HBR study found that

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parts of their identity and feel like they can’t be themselves. Heather ConneelyFacebook“The onus has to change. This is not just a chief diversity officer’s role or the role of HR,” said Heather Conneely, the U.S. Business Lead at Facebook. “To be able to grow and retain diverse candidates—it’s everyone’s role.”

Hiring managers should always request a diverse pool of candidates from HR during the interview process. Once onboarded, companies must create a culture of inclusion that encourages Latinas to stay and become vested in their company. This may entail having a mentor in the workplace, as well as a mentee, to provide a support infrastructure and camaraderie. Safe spaces such as Employee Resource Groups (ERGs) where conversations about inclusion, representation and other issues are discussed have also proved effective in employee retention. Schiller shared that Salesforce has a number of such internal groups amongst its diverse employees including Latinoforce, Abilityforce, Southasiaforce and the Women’s Network. headtopics.com

Acknowledge workplace biases and create solutionsThe tech industry, well known for its “brogrammer culture,” is often described as intimidating and unwelcoming for women. It can correlate to women receiving less pay for the same work, receiving remedial or low-level assignments and being criticized for behavior that is justifiable for their male counterparts.

At Facebook where Conneely works, every employee is encouraged to participate in unconscious bias training. “The first step is acknowledging we all have bias and then working through them,” she explained. “As a manager, being able to promote, support and develop team members is part of our core.”

Another solution is what I call"proximity-ship,” where an organization focuses on in-reach versus outreach. This is when leaders designate time slots on their calendars for team members, regardless of title or position, to sign up for valuable one-on-one time they may not have access to otherwise. 

Ricaurte summed it up well: “Being in tech means working in an environment of disruption and innovation. For the Latinas in tech, we are the definition of that. Stick with it. We need you. Sometimes, it is a lonely road, but lean into your peers and mentors. They are the solution.” headtopics.com

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'Fighting corporate greed:' The two-tiered wage systems behind worker strikesWorkers across the country are taking a stand and demanding better conditions, benefits and pay. While their workplaces vary, employees are united in at least one of their grievances: opposition to a two-tier benefit and wage system. Go sisters and brothers of Local 838! This is why you work for smaller companies and not big corporations. Smaller companies are always looking for people. I want to shout out to the U.S. Senate for all you do for yourselves... 🤏👍🎩💰🪙🏛🇺🇲

'Fighting corporate greed:' The two-tiered wage systems behind worker strikesIn growing numbers, workers across the country are taking a stand and demanding better conditions, benefits and pay from their employers.

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