In Philadelphia, after a decade of population decline, the city is quickly turning the tide–largely thanks to the growth of our Hispanic community. According to 2020 Census numbers shared by WHYY, the city saw an influx of 78,000 new residents, with more than 50,700 (27%) of those new residents identifying as Hispanic or Latino (2021). From culture and business to politics, the growing voice of the Hispanic community always has something of importance to add.
So why is it that, while the Hispanic community makes up about 15.2% of the city’s population, they are barely represented in our region’s business community— specifically in leadership and governance roles?
This month, we have the pleasure of hearing from AL DÍA News Media’s Director of Business Development, Martin Alfaro, who will illuminate the barriers that are preventing the advancement of qualified Hispanic talent to decision-making roles, discuss how diverse leadership creates equitable pathways for opportunities, and share how our business region can help close the representation gap.
Removing Barriers to Entry for Hispanic Leadership
According to Alfaro, one of the biggest barriers of entry “that prevent Latinos/Hispanics from advancing in corporate leadership positions stem from ‘the case of the first’ —meaning that within our community, oftentimes we are the first to attend college, first to get a corporate job, first to build some kind of wealth, etc.” He says, “this sets us behind others who may come from dynasty-like generations of professionals and makes us have to work twice as hard to prove that we are good enough.” These issues go deeper than just opportunity and point to inequity from the starting line and throughout the preverbal race to career success.
Like other minorities navigating their business career, Hispanics experience racism, discrimination, and unconscious biases from colleagues, hiring managers, and executive officers. As the second-largest ethnic group in the country with 62.1 million residents in 2020 (18.9% when including Latinx residents) according to the Office of Minority Health, there is no shortage of viable Hispanic candidates, just a lack of visibility and belief in capabilities. This lack of consideration is apparent when we look at board members in our region. According to data collected by the Philadelphia Business Journal, of the 30 Fortune 1000 companies in Greater Philadelphia, just 12 of 305 board members, or 3.9%, are Hispanic.
As important drivers of growth in our region and country, we must have leaders who are aligned with the communities they serve and will make it their priority to uplift their voices and provide more opportunities in the workplace. We, as a business community, need to and will do better.
To learn more about the importance of inclusive leadership, join us virtually this Thursday, October 13, for The Art of Inclusive Leadership: Fostering an Equitable Workplace.
Creating Pathways to Opportunities Through Diverse Leadership
Representation through diverse leadership can only increase the Hispanic community’s access to high-quality jobs and career growth opportunities. With the guidance of those already in executive roles, we can ensure that there will be a future generation of Hispanic Leaders.
Alfaro believes that "it's the role of those who either earned or were given opportunities to bring others along and to provide access." This sentiment does not just apply to current Hispanic leaders, but all our region's business leaders, regardless of background. It is not enough to set up talent pipelines; there needs to be a conscious effort to ingrain mentorship programs for young Hispanic leaders and workplace training that will empower the Hispanic community to seek higher-quality jobs and climb the leadership ladder.
Such an opportunity to find mutually beneficial mentorship exists within the Chamber's CEO Access Network, which you can apply to join by the deadline on Thursday, October 13.
Alfaro also thinks that "those who are in positions of power should make sure talent and supplier diversity are top of mind—and if they are not, accountability should come into play." When we interconnect diversity, equity, and inclusion into all aspects of our business, we are not just growing our own business but minority businesses and, subsequently, the communities that they serve.
Organizations can learn to diversify their supply chain by tapping into the Chamber's Diverse procurement Collaborative.
Call To Action: How Our Business Community Can Help Close the Representation Gap
Alfaro does not shy away in his call to action for the business community to help close the representation gap – offering practices that center around organizational reflection, accountability, and uplifting business and growth opportunities for individuals that identify as Hispanic.
The first step to making any changes is to identify the issue, which is why organizations should look inward at the diversity of their workforce, leadership, board of directors, and suppliers to gauge where they stand or may fall short. It ties together with pledging to increase inclusion at every level of the organization and provide growth opportunities. To put it simply, Alfaro says, "If you see an area of opportunity, say something about it." But pledging without a goal makes it too easy to stray off the path. Setting real and measurable DEI milestones to guide your organization is just as crucial.
For Alfaro, if we, the business community, are to overcome the obstacles to inclusive leadership, we must hold ourselves and each other accountable. That starts with breaking down barriers to entry, creating and clearing the path for leadership opportunities, and giving a larger platform to Hispanic leaders who are making vital contributions to our region's strength, vitality, and growth.
As the Chamber continues our longstanding commitment to the fight for equality, we’re highlighting ways our business community can meaningfully increase diversity, equity, and inclusion to bring about lasting change in the workplace.
Through our Diversity, Equity, and Inclusion (DEI) initiative, we work to drive economic competitiveness, highlight diverse employee populations, and promote inclusive growth throughout our region.
