New Report Uncovers Challenges of Assimilation for Latina Professionals in the U.S. 

New Report Uncovers Challenges of Assimilation for Latina Professionals in the U.S. 

The recent nationwide study by Coqual sheds light on the pressures Hispanic and Latino/a employees in the U.S. face to assimilate and downplay aspects of their personalities to succeed in the workplace. In other words, many are still code-switching – if you know, you know.  

The research report, “More than a Monolith: The Advancement of Hispanic and Latino/a Talent,” emphasizes the unique challenges and barriers faced by this fastest-growing group in the U.S. labor force. Thus, highlighting the complexity of racial and ethnic identity within this cohort. 

What the Study Says

Coqual’s study reveals that Hispanic and Latino/a professionals encounter contradictory stereotypes at work. These professionals must navigate shifting identities within their communities while dealing with workplace pressures. The study’s methodology included surveys from over 2,300 full-time employed professionals in the U.S., focus groups, and expert interviews. It found that 68 percent of Hispanic and Latino/a professionals with sponsors are encouraged to assimilate to office norms, a higher percentage than their White, Black, and A/AA/PI counterparts. 

Pay inequities for Hispanic and Latino/a professionals are particularly concerning, with 45 percent of Hispanic/Latina women reporting inadequate wages compared to 25 percent of their male counterparts. The study also highlights how skin color influences workplace experiences, with those perceived as White feeling more represented in leadership compared to those with darker skin tones. Additionally, a significant percentage of Hispanic and Latino/a professionals report experiencing stereotypes and negative comments about immigration regularly. 

The Pressure Is On

Unfortunately, the challenges extend beyond the workplace. Many Hispanic and Latino/a professionals feel the need to change aspects of themselves to succeed. They are often told they are too emotional, too loud, or need to be more agreeable. This pressure to conform can undermine their authentic selves and heritage, further complicating their professional journeys. 

To address these disparities, Coqual recommends organizations instill culturally inclusive leadership practices and strengthen organizational and structural policies. This includes redefining professionalism, validating linguistic diversity, and fostering open conversations about race and ethnicity. Additionally, improving company-wide terminology, supporting work visa and DACA recipients, and funding affinity groups are crucial steps toward creating an inclusive environment. 

By implementing Coqual’s recommendations, organizations can create a more inclusive and supportive workplace, fostering the advancement of Hispanic and Latino/a talent. This, in turn, will help harness the full potential of this dynamic and growing demographic, shaping a more equitable future for all. 

Let’s not forget that Hispanic and Latino/a professionals require genuine support and recognition of their unique perspectives and contributions. It’s time companies take notice. 

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