Encouraging Advancement
of Latinas in Corporate America
By Gloria Romano-Barrera
From mentorship opportunities to leadership development training,
some Fortune 500 companies recognize the importance of women and Latinas at
the company. Read ways companies such as AT&T, Inc, Marriott International, Inc.
and Sprint are supporting Latinas to reach their full potential.
AT&T has established programs that support and enhance their
performance empowering Latinas to develop as leaders. AT&T’s
Leadership Development Programs is one way to support and
build the company’s pipeline.
“These programs are very important to us because the Hispanic
community is important to us,” says Alicia Abella, Vice President, AT&T Labs.
“We have an authentic understanding of that community because many of
our colleagues, customers and clients are Hispanic. We have a vested
interest in their success.”
Over the past five years, AT&T, the AT&T Foundation and its
employees contributed more than $149 million to organizations and
projects that strengthen the Hispanic community.
One of the most successful programs for Latinas at AT&T is Mujeres
de HACE, a 14-week women’s professional and leadership development
program designed to empower high-potential mid-management level
Latinas. The program covers a variety of topics related to leadership and
networking, resulting in an invaluable opportunity for confidence building.
With the help of AT&T Inclusion and AT&T’s HACEMOS Employee
Resource Group, AT&T is proud to sponsor TECHNOLOchicas, a mentoring
program for Hispanic youth in grades K-12.
“We offer hands-on workshops and, through these interactions, the
girls get to interact meaningfully with women leaders who look like them
and, in some cases, who speak the same second language they do,” says
Abella. “Our hope is that these girls will be inspired to pursue careers in
STEM, and our vision is to create a talent pipeline so we have an ongoing
candidate pool for future positions.”
AT&T also strives to create a talent pipeline for existing Hispanic
employees, including offering opportunities through an established initiative
that promotes speaking opportunities to amplify the voices of Hispanic
leaders. “Our diversity and inclusion awards have reaffirmed our dedication
and support for all ethnic backgrounds,” says Abella. “For several years,
AT&T has been a title sponsor for the SMU Latino Corporate Executive
Development Program.”
AT&T also recognizes the spirit of entrepreneurism in the Hispanic
community, and it is embraced through their supplier diversity program.
“Hispanic-owned businesses are growing at more than two times the
national average of businesses owned by other groups, and we are
engaging with these businesses regularly,” says Abella. “We spent more
than $15.1B with diverse suppliers last year. And, our diverse and inclusive
efforts are primary reasons we’re recognized each year by scores of
outside organizations that track such initiatives, including honors this past
year from LATINA Style, the Hispanic Alliance for Career Enhancement
(HACE), and the Hispanic Association on Corporate Responsibility (HACR).”
“Marriott has a deeply-rooted cultural approach to diversity
and inclusion,” says Brenda Durham, Senior Vice President
and Regional General Counsel, Caribbean and Latin America,
Marriott International, Inc. “We believe that our success is embedded in our
commitment—since our founding in 1927—to put the wellbeing of people first
and provide opportunity to everyone.”
Marriott’s commitment starts at the top and with their senior leaders who
establish priorities and strategies that drive accountability throughout the
organization. This year, Marriott celebrates the 30th anniversary of their formal
diversity and inclusion program and the 20th anniversary of their Women’s
Leadership Development Initiative.
Committed to an inclusive workplace with diverse talent from different
backgrounds and experiences, Marriott works vigorously to recruit a diverse
group of talent.
10 LATINAStyle www.latinastyle.com Vol. 25, No. 4, 2019
/www.latinastyle.com
