Pratt & Whitney
Established in 2002, Pratt & Whitney’s Employee
Resource Group, the Hispanic Leadership Forum,
consists of 670 members across the U.S. A
self-empowering support system organized to
address all opportunities to help Pratt & Whitney
attract, develop, and retain Hispanic professional
talent across Pratt & Whitney, the Hispanic
Leadership Forum also seeks to strengthen the
bonds within the Hispanic community where
Pratt & Whitney employees work and live. The
Hispanic Leadership Forum emphasizes the
importance mentorship plays in the
advancement of Latinx talent. This year, HLF
worked with the Diversity, Equity & Inclusion
office to create the “Latino Buddy Program”,
aimed at developing a diverse leadership
pipeline. To achieve this goal, the Latino Buddy
Program matches Latinx leaders at Pratt Whitney
with early career Latinx talent in order to foster
personal and professional relationships while
providing mentorship, guidance, and
sponsorship. Pratt & Whitney strives to provide
an environment where employees from all
backgrounds are valued, respected, and
rewarded so that they can achieve their highest
potential personally and professionally. The
Hispanic Leadership Forum plays an integral role
in promoting these values while simultaneously
driving business results.
Southern California Edison
Latinos for Engagement, Advancement,
and Development (LEAD) is one of 12 SCE
employee-led Resource Groups (RGs). LEAD
pushes forward with a mission to serve as a
resource for employees, support members to
achieve their full potential, drive awareness of
Latino contributions, and support Southern
California Edison’s business objectives. Over the
past several years, LEAD worked deliberately to
transform itself from an Employee Resource
Group (ERG) to a Business Resource Group
(BRG) that serves as a resource to strategically
contribute to recruitment, retention, and talent
development in the company’s communities.
Founded in 1992 as an affinity group
focused on creating a community for Latino
employees. LEAD provides an opportunity for
employees to network with one another and
establish relationships with the surrounding
community. Latinos make up 34 percent of
Edison’s workforce and 46 percent of SCE
customers. SCE recognizes that LEAD has a
unique role in partnering with the company on
internal and external strategic initiatives to
expand its membership to include Latino
employees from across the company, increasing
diversity, equity, and inclusion for underserved
communities and employees.
Wells Fargo Bank
A voluntary, team member driven association of
employees from all segments and cultures with
an interest in the Hispanic/Latino culture, Wells
Fargo’s Employee Resource Group, Latin
Connection, was established in 2009 and
consists of 15,093 members from 50 local
chapters across the U.S. as well as a virtual
chapter.
With a mission to empower and develop
Latino leaders at Wells Fargo, educate team
members on Hispanic marketplace opportunities,
and build its reputation as one of the world’s great
companies among the Hispanic community, Latin
Connection has three (3) strategic priorities:
Workforce Outcomes, D&I Advocacy Outcomes
and Marketplace Outcomes. Latin Connection
empowers and develops inclusive leadership by
providing relevant education for members’
personal and professional growth, thus building
Latino leadership competency and confidence.
Chapters are connected to current Hispanic
strategy and marketplace opportunities, helping to
establish partnerships and collaborations with
other Wells Fargo team member networks/line of
business projects. Wells Fargo’s goal is to
embrace and promote diversity and inclusion in all
aspects of the company, which is essential to
engaging its team members, customers,
communities, and shareholders.
Founded in 2016, Barilla’s employee resource
group Alleanza – which means “Alliance” in Italian
– promotes diversity at Barilla and contributes
to an inclusive and equitable culture for all
employees. Alleanza’s goals are to provide support
and encouragement to Black and Latinx
employees so they can bring their full identities to
work; create opportunities for all employees to
engage in deep conversations about how Blacks
and Latinx experience “otherness” in ways that
may not be obvious to everyone; inform
HR’s diverse recruiting strategy and execution;
and engage in community outreach to positively
influence the image of Barilla in minority
communities.
Most recently, the 33-member ERG which
operates in four states, including California, Illinois,
Iowa and New York embarked on a Racial Injustice
Workplace Impact Plan. This plan expanded
Barilla’s commitment to leadership development,
employee engagement around difficult
conversations, and the retention / mobility of Black
and Latinx employees. As a family-owned
business, Barilla believes diversity and inclusion
strengthen the company and is a core part of who
they are.
Honorable Mention
Barilla America
LS
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