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Mozaic Musings

This space is dedicated to sharing observations, original thoughts, and opinions about ideas, events, and movements influencing the progress of inclusion. It is our hope this content will provide useful context for understanding some of the nuances of diversity and the opportunities we can find in more inclusive and equitable communities in - and outside - the workplace.

Hispanic Heritage Month

Hispanic Heritage Month (HHM) is a celebration of history, culture and the contributions of Latinos to our country. From September 15th to October 15th – the diaspora of a rich global heritage gets to take center stage in special events, dedicated news segments, features on music apps, and even the popular Google doodles. But this year is different. The moment that usually evokes unity and pride in collective achievements is cast with a shadow and calls for something greater – leadership and action.

The sobering reality Latinos face leaves little mood for celebration. The 2,975 Puerto Rican lives lost to Hurricane Maria and the ongoing effects of a broken immigration system that has separated families and kept more than 700,000 DACA recipients in limbo, are a few of the most pressing challenges testing our resilience. And there are others like the fact that, in 2018, Latinas have the largest pay gap in the workforce - making just $.54 for every dollar earned by White males, a rate less than women across all other racial groups. The impact of these issues reaches deep into the Latino community and touches all of us. Like gender, race, culture, or other defining characteristics, our connection to these issues isn’t something that can be checked at the door - at work or anywhere else.

Having worked in political, civil rights and business organizations, I’ve seen leaders respond to cultural identity and celebrations like HHM in different ways. What I can say with certainty, is that what they do sets the tone for how important moments like this are taken into account in workplace. Most recently, I have seen the impact business leaders can have by raising their voice through action on issues of diversity and inclusion and I hope this is a month where we’ll see a greater commitment to building a better workplace.

When leaders lean into diversity and inclusion, they can drive efforts to integrate them into organizational values and workplace culture. Some have quickly learned to articulate how diversity and inclusion is core to the business strategy, operations and brand reputation and they’ve been able to leverage that to inspire and mobilize a range of internal and external stakeholders. And when they support their vision with resources, they authorize the development of strategies, programming, communications that bring diversity and inclusion to life in the workplace and beyond. This is the type of leadership and action we need more of now.  

If we’ve learned anything from #BlackLivesMatter, #MeToo, Charlottesville, and the recent happenings with Starbucks and Nike, it’s that society demands greater awareness, sensitivity, and engagement of leaders on issues of diversity and inclusion. This Hispanic Heritage Month, I hope work is a place where diversity is celebrated through inclusive leadership and action.

Here are a few thoughts to keep in mind:

  • Acknowledgement is the first step to building awareness and sensitivity in workplace culture: How an organization chooses to acknowledge and celebrate Hispanic Heritage Month sets the tone for how it is embraced – or not – throughout an organization. Like with any other announcement, if the CEO makes it, it’s real. Companies that “get it” highlight the value of diversity and the importance of the Latinx community’s contributions to the business’ mission. They also use the opportunity to reinforce the idea that workplace is a space where everyone should feel safe, respected and encouraged to bring their whole self. In brief, what you do can say, “I see you. I respect you. I stand with you.”

  • Authenticity in diversity and inclusion is determined by how you show up and what you do:

What an organization does to create a platform and resources to observe the month can engage internal and external stakeholders in the activities that bring the celebration to life. Companies that want to empower employees, for example, need to reach beyond employee resource or affinity groups to take actions that call on the broader workforce and culture. This will look and feel different in every organization but the key is to do something that inspires collective engagement.    

  • Committing to the big picture requires courage but can change the game:

How an organization uses Hispanic Heritage month to build towards a longer-term commitment for diversity and inclusion indicates what is to come. It is a way to signal to people in all major functions - from the Board to the leadership team and the internal processes to the external drivers – that there is more to come and that everyone will be a part of the journey...because it’s worth it and because everyone will be better for it.

Despite the irony in the timing of Hispanic Heritage Month this year, I’m optimistic about what can come of leaders who step up and make diversity and inclusion a visible – not just symbolic - priority. As someone who’s seen businesses react swiftly on diversity and inclusion in moments of turmoil and reputational challenges, I know for a fact they can do better in moments when they have an opportunity to be proactive and look forward to seeing this type of leadership in action.



Carolina Espinal