Report Shows an Alarming Trend: Latinas
Experience the Biggest Drop in Representation from
Entry-Level to C-Suite
SAN
FRANCISCO, June 13, 2024 /PRNewswire/ -- Today,
LeanIn.Org unveiled its first-ever State of Latinas in
Corporate America report. Based on five years of
data from Lean In and McKinsey & Co's Women in the Workplace
study—the largest study of its kind—the report spotlights the
distinct challenges Latinas face in the workplace.
Most alarmingly, Latinas experience the biggest drop in
representation from entry-level to the C-suite. In 2023, Latinas'
representation dropped by 78% across the pipeline—more than any
other group of employees—while white men's representation increased
by 64% (and the same trend holds for previous years). As a result,
Latinas make up just 1% of C-suite executives, making them the
least represented of any group of employees.
"Representation matters," said Sheryl
Sandberg, founder of LeanIn.Org. "Latinas experience the
biggest drop in representation from entry-level to the
C-suite—rendering them nearly invisible at the highest levels of
leadership. Not only are Latinas the least represented in the
C-suite, but they also confront two significant hurdles holding
them back from critical promotions. As a result, Latinas are left
trailing behind men and all other groups of women. Companies
can—and must—do better."
The State of Latinas in Corporate America highlights
the systemic barriers that lead to Latinas facing the biggest drop
in representation from entry-level to the C-suite:
- Latinas start their careers significantly
underrepresented: Just 5% of entry-level corporate workers are
Latina, compared to 9% of the population—making them the most
underrepresented of any group of women at the beginning of their
careers.
- Overlooked in promotions at two critical
points: The "broken rung" at the first step up to manager
continues to be a significant barrier for Latinas. Later, Latinas
experience a second significant gap in promotions at the step up to
VP, just when the C-suite starts to come into view:
- For every 100 men promoted to manager, only 74 Latinas are
promoted
- For every 100 white men promoted to VP, only 90 Latinas are
promoted
Together, these two obstacles—the first
preventing Latinas from entering management and the second
preventing them from entering senior leadership—make it nearly
impossible for Latinas to gain ground at the highest levels of
corporate America.
- Ambition remains strong despite lack of support:
Compared to white women and women overall, Latinas are more
interested in being promoted to the next level and in becoming
senior leaders (87% Latinas vs. 81% women overall and 78% of white
women), yet they receive less support from managers and senior
colleagues. For example, managers are less likely to ensure that
Latinas get credit for their work (47% of Latinas vs. 53% of white
women and 51% of women overall).
- Isolation and microaggressions hinder progress:
Latinas are nearly three times more likely than women overall to be
"Onlys" of their race, meaning the only or one of the only Latina/o
people in the room, and they have a profoundly more difficult work
experience. Latina Onlys are more than twice as likely as women
overall and white women to:
- Hear or overhear insults about their culture or people like
them (15% of Latina Onlys vs. 7% women overall and 5% of white
women)
- Feel expected to speak on behalf of all people with their
identity (20% of Latina Onlys vs. 9% women overall and 5% of
white women)
- Have colleagues express surprise at their language skills or
abilities (21% of Latina Onlys vs. 8% women overall and 5% of
white women)
- Flexibility remains out of reach for many Latinas:
Despite the growing importance of workplace flexibility, and Women
in the Workplace research showing it can support employees'
ambitions, Latinas face disproportionate barriers in accessing it.
They have less flexibility to work remotely, set their own hours,
or step away to handle unexpected events. Even when Latinas have
flexibility, they don't always feel they can use it:
- Only 1 in 4 Latinas say it's "no big deal" to take
advantage of opportunities to work flexibly, compared to 1 in 3
women overall
"Without tackling the workplace biases Latinas encounter, it
will be nearly impossible for them to catch up to other groups of
women—let alone men—in leadership roles," said Rachel Thomas, CEO of LeanIn.Org. "Supporting
Latinas' advancement will require sustained focus and effort, but
it's work worth doing. Creating a workplace where Latinas' talents
and ambitions are fully recognized is good for Latinas and smart
business."
The report underscores the urgent need for companies to address
the biases and barriers that hinder Latinas' progress and outlines
practical steps companies can take, including:
- Expanding recruitment efforts to include Hispanic-serving
colleges and professional organizations
- Working to debias hiring and promotions by establishing clear
criteria and appointing "bias monitors"
- Ensuring employees receive both anti-bias and allyship
training, with an emphasis on practical recommendations for what
they can say and do
The complete State of Latinas in Corporate America
report, including solutions that organizations can implement to
support and advance Latinas, is available at
http://leanin.org/research/state-of-latinas-in-corporate-america.
Relevant Resources:
- Media Kit: State of Latinas in Corporate America - contains a
Quote Sheet for article inclusion, along with images and graphs
from the report
- Media Fact Sheet [SPANISH VERSION] - contains the report's key
findings, translated into Spanish
ABOUT LEANIN.ORG
An initiative of the Sandberg
Goldberg Bernthal Family Foundation, LeanIn.Org helps women achieve
their ambitions and works to create a more equal world. LeanIn.Org
conducts original research on the state of women, supports a global
community of small peer groups called Lean In Circles, and provides
companies with programs to address the biases and barriers women
face in the workplace. In addition, Lean In runs Lean In Girls, a
leadership program that combines strengths-based skill building
with real talk to help middle schoolers see themselves as leaders
in a world that often tells them they're not. The Sandberg Goldberg
Bernthal Family Foundation is a private operating nonprofit
organization under IRS section 501(c)(3).
MEDIA CONTACT
Brittany
Cornejo, Senior Communications Manager
press@leanin.org
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SOURCE LeanIn.Org