Hispanics Are Missing in the Diversity and Inclusion Dialogue

We talk a lot about Diversity and Inclusion because we aren't solving the problem, in fact in some cases, we aren't even looking at the problem. Searching for the right fit is part of the problem. We keep trying to hire and surround ourselves with employees who "fit in", people who look like us, act like us and deliver what we expect. 

Here's another way to think about it...If I'm hiring someone like me, seemingly, someone who will fit in, aren't I just hiring more of the same. It's the concept of conformity. But if we are really trying to solve the diversity and inclusion issue, is this what we need? Continuing this thinking puts us at a disadvantage and keeps us from hiring real stars. At the same time, if we think differently, we are going to disrupt the status quo, and the "let's find someone who fits in model." It won't be easy, but we need to do it differently. Hiring practices need to change. 

I've learned that fitting in is highly overrated and I didn't get here by following the crowd. I've learned that context, intentions and nuances matter and that if I had listened to society, I never would have progressed to where I am. #Blazeyourownpath 

So why are we still talking about diversity and inclusion? Because, despite well-documented business benefits, organizations still lag when it comes to creating a diverse workforce. And given the size of the Hispanic population, our numbers are disproportionately lagging. 

Last year may ultimately be known as the tipping point for diversity and inclusion. 

As the demand for diversity grows louder by the day and brand equity becomes more relevant than ever, companies and government organizations realize that to make meaningful change, we must put our hands on the scale. 

In a series of bold moves, state pension funds and some of Wall Street's biggest asset management names, including State Street Global Advisors and BlackRock, have started voting against company board director slates that are not diverse enough or not moving in that direction. 

And Hispanics are at the core of it... 

For over a decade, Hispanics have been the largest minority in the U.S. Our group will represent the largest component of the workforce in California as early as next year. 

By 2050, Hispanics will represent over half of the nation's workforce. Did you know that only Mexico has a larger Hispanic population than the United States? Hispanic people will comprise 28.6% of the total population, with 119 million Hispanic individuals residing in the United States in less than 5 years. Yet, Hispanics only hold 10 of the CEO spots in the Fortune 500. 

Hispanics also have a great deal of economic might. When it comes to purchasing power, by 2021 it is expected to reach $1.8 trillion. Hispanics also make up a large percentage of U.S. Millennials (1 in 4) and 51% of the U.S. Hispanic population is below the age of 30. 

Over the last 30 years, over 52% of the U.S. population growth has come from Hispanics according to PEW and only 14% of all U.S. hiring is Hispanic. Let's change these statistics. With your leadership and involvement, we can have strong, inclusive Latino leaders contributing and improving every aspect of our workforce. 

Join us as we celebrate strong, successful Latina's like Marta, during Hispanic Heritage Month and more importantly, work with us and leaders like Marta in the GlobalMindED community to open more doors for diverse Latino leaders to role models, mentors, internships and jobs. Meet courageous leaders like Marta next June and learn how to create more success stories like Marta in your school, college, company or in the policies you are making for a strong, inclusive workforce.

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• Elite Private Schools Helps Keep Insiders At The Top And Outsiders Below
• The Workforce Is Calling, Higher Education, Will You Answer?
• The Future of Work in America: People and Places, Today and Tomorrow

Each session is based on how things get done, key stakeholders, measurements and ability to bring about change at scale. Participants do not spend time talking about their background; time should be devoted to unique, innovative work and what it has achieved. Sessions will be selected based on the following criteria: 

Entertainment For Change creates original song and dance (#SDGGROOVE) to educate young people on the United Nations' 17 Sustainable Development Goals. Like any meaningful social change, the original song and dance is a collaborative effort between more than 20 singers, dancers, writers and choreographers. Lauded vocalists Natalie Weiss and Antonio Cipriano lend their voices to the powerful lyrics, while each SDG is  danced by performers of all calibers.

"There is an incredible opportunity to make a difference as a 'Real Leader' - now" - Sir Richard Branson

The National Academy of Medicine defines "gender" as a person's self-representation as male or female based on social interactions and "sex" as based on one's genes. The environment can impact gene expression which is known as "epigenetics."

Gender/sex impacts every aspect of our daily lives. The same dosage of medication, for example, has different effects on men compared to women, resulting in a need for us to understand these differential effects in the research and development process before doctors can effectively dose their patients. Similarly, although some products (such as shoes, sports equipment, or cars) seem to have separate designs for men and women, it is important to distinguish between a simple change in aesthetics and a design that actually addresses the biological factors (ie, body composition, bone structure, metabolism) that cause men and women to experience these products differently. Each small detail and seemingly insignificant change in design can heavily impact how we perform at work, school, or in our leisurely activities.

GUIDELINES

Participants:

The challenge is open to all students

Design Requirements:

The design elements can include:

Programs (ex: an educational symposium);

Policies (ex: a policy on inclusion);

Protocols (ex: athletic training protocols or medical guidelines); or

Products (ex: sports equipment, clothing, tools, hardware and machine-human interfaces).

Solution Requirements:

The solution should:

Demonstrate the impact of gender/sex on a design element.

The concept for the design element needs to be clear, concise and actionable.

Submissions (approximately 1-2 pages in length) are due November 7 to contact@globalminded.org. We look forward to your ideas!