Hispanic And Latine Employees Feel Pressure To Assimilate At Work, Study Finds
Hispanic and Latine employees feel pressured to conform to mainstream office norms at the expense of their authentic selves and cultural heritage, a new study by Coqual has revealed.
Hispanic and Latine professionals represent a rapidly growing demographic in the U.S. workforce, yet they continue to navigate several stereotypes, colorism, and cultural invisibility.
The Coqual study used a mixed-method approach, including surveys, focus groups, and expert interviews, involving more than 2,300 full-time professionals across the United States.
The pressure to assimilate
Key findings indicate that 68% of Hispanic and Latine professionals with sponsors are advised to assimilate, which is notably higher compared to their white and Black counterparts.
This pressure often manifests in changing one’s appearance, emotional expressions, and accents to blend into the predominantly white corporate landscape.
“Our findings illuminate hurdles Hispanic and Latino professionals face, including the undue pressure to mask their authentic selves and heritage in pursuit of success,” Lanaya Irvin, CEO of Coqual, stated.
Discrimination in the workplace
The study also highlighted the influence of colorism, with perceptions about “white-passing-ness” influencing how represented in leadership and accepted by other Hispanic and Latine colleagues employees feel.
Additionally, the study highlights stark pay inequities, mainly affecting Latina professionals, with 45% reporting that their wages do not reflect their qualifications or contributions.
Over one-fifth (21%) of Hispanic and Latine employees also regularly encounter negative comments regarding immigration, further emphasizing the racial and ethnic biases that pervade workplace environments.
Navigating Workplace Hurdles
“Our findings illuminate the hurdles these professionals face, underscoring the importance of corporate responsibility in cultivating an inclusive culture,” Irvin added.
In response to these challenges, Coqual recommends several strategies for companies, including redefining professionalism, validating linguistic diversity, and encouraging open discussions about race and ethnicity.
They also advised companies to improve their terminology and self-ID campaigns focusing on structural diversity.
Lastly, they asked the companies to support work visa and DACA recipients, strengthen sponsorship offerings, endorse and fund affinity groups and partner with experts.
