The Best Employers for Latinos 2018
Researched and Written By: Alan Goforth
The U.S. Economy is picking up steam, and businesses are actively recruiting, hiring and promoting qualified employees. More and more leading companies place a premium on diversity and inclusion as they expand their workforces.
What are the best opportunities for Latinos in this expanding market? Latino Leaders researched the top employers for Latinos, using such criteria as number of Latino employees; programs to recruit, promote and retain Latinos; outreach programs (both internal and external); and Latino representation in the boardroom, management and supply chain. Here, in alphabetical order, are this year’s top employers.
ACCENTURE aggressively recruits Latino employees as part of its strategy to develop a diverse workforce. It launched a new program to reward employees who recruit minority job candidates. The company also facilitates open conversation about diversity, both inside and outside the organization. More than one-half of its staff is ethnically diverse.
THE COMPANY recently ran a television campaign that promoted the benefits to Hispanics of working as an independent agent. Nearly one-half (46 percent) of the company’s workforce is composed of ethnic minorities. This commitment comes from the top down, because 23 percent of its officers are minorities.
THE COMPANY’S Diversity Advisory Board promotes companywide educational, community service and personal enrichment opportunities. The Hispanic Latino Employee Resource Group, founded in 1997, is an example of American’s commitment to the U.S. Hispanic market. Its mission is to promote an environment that facilitates the hiring, professional development and promotional opportunities of Hispanic employees, while enhancing American’s global competitiveness and its image.
THE DIRECTOR of recruiting is responsible for the success of formal recruiting and retention diversity goals. Written policy prohibits discrimination based on gender, disability, race/ethnicity, religious beliefs, gender and sexual orientation. Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development speakers of English as a second language.
AT&T’S Latino Employee Resource Group (HACEMOS) comprises more than 7,200 employees in 37 chapters nationwide. The group has awarded more than $2.5 million in scholarships since 1999. The company consistently earns high ratings for outreach and retention of Latino employees from the Hispanic Association on Corporate Responsibility. It spends more than $1 billion annual with minority suppliers.
Bank of America
THE U.S. Hispanic Chamber of Commerce has recognized Bank of America for its concerted efforts to recruit and promote Latinos. The company sponsors a Hispanic- Latino Leadership Summit, and newspaper publisher Monica Lozano is on its board. Bank of America has operated a supplier diversity and development program for more than 25 years. The bank serves more than eight million Hispanic customers.
Baptist Health South Florida
LATINOS COMPRISE more than one-half of the workforce of this leading healthcare and hospital system. The company promotes professional and personal growth through $10,000 annual tuition reimbursements, leadership courses from Baptist Health University and career counseling sessions.
THE OVERALL workforce at Cadence is 47 percent minority, with 49 percent minorities in executive positions and 50 percent in manager positions. Ten events each year are held to connect employees with peers from different racial and ethnic backgrounds. One innovative program is a buddy system, where new employees are paired with an established coworker to show them around the office and answer questions.
Camden Property Trust
THE COMPANY’S written policy prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation. Three percent of top executives, 16 percent of mid-level managers and 24 percent of frontline managers are minorities. All employees receive $4,500 annually for career development and a 20 percent discount on rent.
EMILIA LOPEZ, managing vice president of the U.S. Cards Division, has introduced a number of outreach programs, such as making Spanish language service available to cardholders. Capital One invests around 10 percent of its annual procurement budget with minority suppliers. A chief diversity and inclusion office is responsible for the success of formal recruiting and retention diversity goals.
Hospitality, Travel and Tourism
The Carnival Corporation & PLC, the world’s largest leisure travel company, truly embraces diversity and inclusion. The company's commitment is reflected in their diverse workforce of 120,000 employees from more than 60 countries, in their 10 brands, over 700 ports of call, and more than 11 million guests annually.
The company's president & CEO, Arnold Donald was recently named one of the Most Powerful Executives in Corporate America by Black Enterprise. Donald was also ranked first out of 100 global business executives in the Empower 100 Ethnic Minority Leaders list of 2017. Latinos have been key in the growth of Carnival and its brands. The company has launched multicultural and diversity campaigns, two television shows, and created partnerships with several Latino led and serving organizations at the local and national levels.
The Cheesecake Factory
FORMAL PROGRAMS such as resource groups, mentorship, networking and other affinity groups support professional development for minority employees. The Cheesecake Factory was named one of the best places for Latinos because of perks and health benefits, opportunities for advancement, investment into wellness of employees, compensation programs, and appreciation programs.
CIGNA EARNED a score of 90 on the Corporate Inclusion Index compiled by the Hispanic Association on Corporate Responsibility. It has a longstanding commitment to minority suppliers, with a diversity program that was started in the 1970s. Employee-led Colleague Resource Groups and Business Leadership Councils enable employees to meet regularly to discuss concerns of specific demographics. The Hispanic Colleague Resource Group Whitepaper was developed to help doctors and their staffs better understand the cultural and health needs of Hispanic customers.
GUILLERMO DIAZ JR., senior vice president and chief information officer, received the 2015 Hispanic IT Executive Council’s “Estrella of the Year” award. Cisco Systems is committed not only to diversity but also to promoting interaction among groups. More than 25,000 employees participate in employee resource organizations, and virtual groups help connect remote workers. More than 125 annual events connect employees with members of other racial and ethnic groups.
THE HISPANIC ASSOCIATION on Corporate Responsibility gave Coca-Coca a score of 90 percent in its corporate inclusion index. Latinos comprise 8 percent of the corporate headquarters workforce and 21 percent of the refreshments staff. Top Latino leaders include former CEOs Roberto Goizueta and Jose Octavio Reyes Lagunes, and Maria Elena Logomasino is on the board.
IN CELEBRATION of Hispanic Heritage Month, Colgate-Palmolive in partnership with the Hispanic Heritage Foundation will provide $100,000 in grants to 31 Latino high school Seniors across the United States for the 2018-19 school year, “Global business success requires Colgate people to be diverse in all the respects of the populations we serve worldwide,” according to the company. Latinos, African-Americans and Asians comprise more than 22 percent of managers.
LATINOS ACCOUNT for nearly 34 percent of employees promoted into management at Comcast. Its Hispanic Association on Corporate Responsibility rating continues to climb and now is up to 85. The company spends more than $1 billion annual with minority suppliers. Myrna Soto is senior vice president and global chief information security officer. The group Unidos is dedicated to attracting, developing, retaining and promoting Hispanic talent within Comcast.
WRITTEN POLICY prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation. Seven events a year connect employees with peers from different racial/ethnic identities. Fifty-one percent of frontline mangers are minorities.
DELL HAS recruitment strategies to attract and retain specific diverse talent, including Hispanic employees, by working directly with schools and universities, collaborating with diverse professional organizations and using its Employee Resource Groups to help find new talent. Latino Connection, Dell’s ERG supporting Hispanic and Latino communities, has more than 1,500 members across eight chapters in North America. A few of the key initiatives and accomplishment of Latino Connection include Hispanic Heritage Month celebrations across Dell sites.
“DIVERSITY AND INCLUSION are fundamental parts of who we are and how we work,” CEO Tim Mayopoulos said. “We are committed to promoting diversity and ensuring inclusion in our supplier base, as evidenced by the millions of dollars we directly award to diverse suppliers annually. We engage in efforts to reach out to diverse applicants, ensuring a robust pool for interviewing and hiring for all open positions, including officer positions. And we are dedicated to broadening opportunities for our workforce through partnerships for mentoring and recruitment with organizations such as the Hispanic IT Executive Council, Association of Latino Professionals in Finance & Accounting and Latina Style.”
MINORITIES ACCOUNT for one-half of the workforce, including 14 percent of executives. The company’s Corporate Diversity Council works throughout the company to inspire employees, share best practices and support multicultural programs. Fed Ex raises awareness and understanding though extensive diversity training of thousands of employees each year.
FORD’S HISPANIC Network Group (FHNG), founded in 2001, promotes cultural awareness, community service and diversity within the labor force. Through service and support, FHNG strives to be a positive force in the Hispanic community as well as employ, develop and retain Hispanics in the workforce. Signature programs include the Clark Park Clean-Up, LaSed Senior Citizen Christmas Dinner, Hispanic Heritage Event, Cinco de Mayo celebration, Lunch and Learn events, mentoring and shadowing opportunities.
Four Seasons Hotels and Resorts
MINORITIES comprise 67 percent of the total workforce, including 27 percent of frontline managers. Written policy prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for speakers of English as a second language.
RUBEN SANCHEZ is vice president of operations for human resources and diversity and inclusion division for Freddie Mac. Freddie Mac has a broadly diverse employee base with people of color making up more than 50 percent of the company’s workforce. The Hispanic Organization for Leadership and Achievement sponsored a financial literacy program to educate Hispanic homebuyers and prepare them for successful homeownership.
THE COMPANY’S Latino Professionals (VIDA) group is committed to sharing Latino culture, promoting professional success and recruiting diverse talent to Genentech. It also aims to educate people in local underserved communities about the science of biotechnology and promote health education and awareness. Group members are active in South San Francisco and Vacaville, California.
JOSE TOMAS, senior vice president of global human resources, is GM’s most senior Latino. Sigal Cordeiro, executive director of product marketing, is the most senior Latina. Joseph Jimenez, chief executive officer of Novartis AG, has been a GM board member since 2015. The GM Hispanic Initiative Team is one of 10 GM employee resource groups, which play a key role in fostering an inclusive place to work. These groups provide a forum for employees to share common concerns and experiences, gain professional development support and engage in local communities.
TEAM MEMBER Resource Groups promote professional growth and share insights with the company through each group’s vantage point. Groups include Hispanic/Latino. Hilton has built relationships with select leading Hispanic-Serving Institutions to recruit top talent within hospitality programs. The company is a member of the U.S. Hispanic Chamber of Commerce.
Hyatt Hotels Corporation
SIXTY-FIVE PERCENT of the workforce – including 10 percent of executives – is minority. A key part of Hyatt’s diversity and inclusion efforts has been the establishment of affinity groups or Diversity Business Resource Groups. Benefits include basic business networking, mentoring each other and others in their communities and developing professionally.
IKEA’S new Hispanic/Latino Co-workers Resource Group is a national virtual network of managers and hourly workers focused on fostering inclusion; assisting with attraction, retention and development of coworkers; and engaging the communities it serves.
WRITTEN POLICY prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation. One event each year connects employees with peers from different racial/ethnic, religious or country-of-origin identities. Seventeen percent of executives are minorities, along with 22 percent of middle managers and 24 percent of frontline managers.
Johnson & Johnson
THE U.S. HISPANIC Chamber of Commerce recognized Johnson & Johnson for having the nation’s best Latino Employee Resource Group. William D. Perez serves on the board, and Denise Torres is the chief strategy and business transformation officer. The Hispanic Organization for Leadership and Achievement optimizes the company’s internal and external resources.
JP Morgan Chase
THE ADELANTE business resource group at JPMorgan Chase has been recognized as the best of its kind by the U.S. Hispanic Chamber of Commerce. Adelante focuses on supporting professional development and leadership opportunities for Hispanic and Latino employees at the firm; recruiting and retaining top talent; and helping the bank better serve Hispanic and Latino customers. The group’s activities and achievements include supporting the strategic recruitment, retention and development of Latino and Hispanic talent through active participation at conventions and internal career expos.
ONE OF KAISER Permanente’s most successful business resource groups is the KP Latino Association, whose mission is to inspire and empower the company’s Latino communities to achieve their full potential at all levels, which includes maintaining a health work-life balance while pursuing professional advancement. This association has been widely recognized for its success The company has two Latinos in its board, Cynthia A.Telles and Ramón Baez, and has at least two other Latinos in top leadership positions.
Kimpton Hotels and Restaurants
MORE THAN 32 PERCENT of employees identify as Hispanic, including manager-level and above such as executive chefs, general managers, directors and more across both hotels and restaurants. As a result, Spanish is one of the company’s four primary employee languages. Kimpton uses translation services to communicate important company information into Spanish, including breakroom posters, company contests, benefit changes and more. Human resources, known as People & Culture, Kimpton, regularly stays connected to industry conferences and develop resources to disseminate evolving best practices as it relates to diversity and inclusion. For example, the company participates in mock interviews and resume reviews for college students at the National Society for Minorities in Hospitality.
MARRIOTT HAS a diverse workforce, with 65 percent minorities. More than 25 years ago, Marriott established the industry’s first formal diversity and inclusion program. A board-level Committee for Excellence drives global diversity and inclusion efforts and monitors progress with a Diversity Excellence Scorecard. The Global Diversity and Inclusion Council, led by president and CEO Arne Sorenson, advances Marriott’s progress and ensures the integration of a diversity and inclusion focus across all aspects of its global business strategy.
Miami Children’s Health System
NICKLAUS CHILDREN’S HOSPITAL is sequencing the genes of nearly 1,000 Latino and Hispanic people in an effort to better understand the health needs of those populations. Minorities account for 31 percent of executives, 59 percent of mid-level managers and 82 percent of frontline managers.
MICROSOFT BELIEVES that diversity creates greater innovation, enriching not only the company itself, but also the lives of its employees and the communities where we live and work. With this belief in mind, Microsoft strives to be a leader in attracting and minorities to careers in technology. Microsoft initiatives aim at attracting, recruiting, retaining, and developing women and minorities from around the world in the field of computer technology. With a rich history of employee resource groups, Microsoft’s HOLA group provides professional development and networking opportunities of the Latino/Hispanic community.
New York Life
LATINOS COMPRISE nearly 28 percent of the company’s board of directors. New York Life continues to excel in its facilitation of Employee Resource Groups. More than a third of the company’s employees are members of at least one ERG. New York Life understands the important role ERGs play in integrating a diverse workforce and helping to keep employees engaged and motivated.
THE VICE PRESIDENT, talent and recruitment, is responsible for the success of formal recruiting and retention diversity goals Written policy prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups. Ten events a year connect employees with peers from different racial/ethnic or country-of-origin identities.
NUSTAR has a workforce that is 28 percent minority, including 20 percent Hispanic/ Latino. It offers generous pension and scholarship plans, and an open-door policy. Ninety-three percent of Hispanic/Latino employees at NuStar surveyed said it is a great workplace. The company offers a pension plan, a close relationship to the CEO, college tuition reimbursement and scholarships, annual training and cultural celebrations.
TO ATTRACT, develop, and retain a diverse workforce, NVIDIA focuses on recruitment, recognition and development, and employee support. NVIDIA participates in campus recruiting fairs run by organizations such as the Society of Hispanic Professional Engineers and has reached close to 10,000 diverse students through these types of events.
PRUDENTIAL’S Hispanic Heritage Network (HHN), formed in 1995, seeks to articulate the Hispanic viewpoint, share common issues, and establish a support network that promotes professional development of employees to their fullest potential. HHN also assists the company with community initiatives, including mentoring and financial consulting.
The diversity efforts of PricewaterhouseCoopers have placed this company among one of the top companies to work for. With a minority percentage of 33%, their recruiting team makes it a priority to incorporate talent from different ethnic backgrounds. They have been ranked No. 2 in Recruitment by Diversity Inc. PwC holds at least 500 events a year in order for employees to connect with others of their same ethnic background or country-of-origin. When it comes to hiring talent, PwC has been involved with various organizations and alliances, one who happens to be the Association of Latino Professional For America.
T-MOBILE has the most diverse employees and customers in wireless, according to the company. In four years of formal diversity and inclusion, participation has grown from 8 percent of employees to 18 percent. Employees participate through six Employee Network Groups and 29 local diversity and inclusion chapters.
Construction and Real Estate
TD INDUSTRIES has a diversity council with the goal of upholding its commitment to a diverse, people-centered culture, and equipping [partners with knowledge on how to Celebrate the Power of Individual Differences. LaGente (Latino Ambassadors Group: Elevating New Leaders Through Education and Empowerment) seeks Latino partners to represent throughout the organization at all levels. The group’s goal is to shares success stories, promote Latino culture and offer community involvement as they see fit.
NEARLY 100 PERCENT (97 percent) or Hispanic/Latino employees are happy with their workplace. The company offers 100 percent employer-paid medical coverage, 100 percent equity participation, expenses-paid new-hire orientation, no non-compete agreements, and a number of perks designed to make life easier for employees. It also offers a number of resources for parents and the elderly, and onsite health benefits.
CRECER, the UPS Hispanic/Latino Business Resource Group, is led by employees passionate about diversity and inclusion as an intelligent business strategy. Its mission is to empower individuals through leadership and professional development, accelerating business growth for UPS, its customers and communities. Last October, the Hispanic Chamber of Commerce recognized Crecer as the #1 Hispanic BRG in the country.
USAA PROVIDES diversity and inclusion skill building and training; celebrates cultural heritage month events recognizing our rich diversity; offers multiple career development and mentoring resources and tools; leverages multiple feedback channels for employee ideas; maintains an innovation lab and interactive tools and resources to foster inclusion and innovation; conducts engagement surveys of all employees; and uses Diversity Business Groups to assist in turning diversity into measurable value for the association.
ONE-HALF OF the 12 board members are women or people of color. Verizon has spent nearly $25 billion with diverse supplies since 2011. The company’s premier supplier academy program provides educational, technical and business skills training. It also offers one-on-one mentoring, networking events and individualized strategies designed to further our commitment to increasing business opportunities for diverse suppliers.
THE COMPANY’S Latin Connection Team Member Network has more than 40 chapters throughout the United States. The group piloted a group mentoring program for 35 mid-level team members called the Emerging Leaders League, which is intended to broaden participants’ understanding of career development and what it takes to succeed at Wells Fargo. Wells Fargo’s Latino Leaders Program offers a unique learning experience that focuses on leadership and professional development from a culturally-relevant perspective. Participants explore similarities and help them bridge the gap while retaining their differences and values.