Corporate America’s Commitment to
Developing Future Latina Leaders
From retention to building a strong pipeline of diverse talent, companies such as Wells Fargo & Company and
Marriott International, Inc., are committing to investing and supporting Latina success
in the workplace. Here is how they are advancing careers and creating a pipeline of future leaders.
Wells Fargo & Company
Focused on attracting, engaging, retaining and
developing diverse talent, Wells Fargo is
deeply committed to diversity, equity and
inclusion. Wells Fargo is developing and implementing
a comprehensive diversity agenda that focuses on
sustainable progress and lasting impact. Wells Fargo
cultivates relationships with external diversity
recruitment organizations to support their diversity
and inclusion recruitment efforts. In order to help
identify and attract diverse talent, Wells Fargo
employs a selection and assessment program that
ensures its hiring process is fair and equitable.
Here are some ways Wells Fargo
is taking action:
· Wells Fargo’s Hispanic & Latino Connection
has 49 chapters and an estimated 17,000 active
members across the United States. Its reach includes
the top 20 metro areas with Wells Fargo Hispanic
employees and includes a virtual chapter to ensure
accessibility and influence across the entire footprint.
Hispanic & Latino Connection’s vision is to empower
the next generation of Hispanic and inclusive leaders to
support the growing needs of a rapidly changing
marketplace. It also serves as a key resource
for diversity and inclusion, talent acquisition, and
cross-collaboration with other ERGs.
· Top Talent Mentoring Programs target
successors for critical roles and high potential
employees in levels 2 through 9 (senior – mid-level
employees) as mentees. Our talent planning teams
intentionally match our top leaders with high
potential talent from across lines of business and
from different cultural identities.
· Specialty Development Programs are
implemented when there is a business specific need or
By Gloria Romano-Barrera
to support Wells Fargo’s Diversity, Equity & Inclusion
goals. These formal programs can be 1:1 mentoring
or group mentoring. The talent planning team partner
with program managers to intentionally match
mentors and mentees.
· The Self-directed Mentoring Platform is
accessible to more than a quarter-million team
members, provides opportunities for team members
at all levels to initiate and participate in mentoring
relationships, with a focus on general career
development.
· In 2021, we are building a formal diverse
development program for high potential diverse
employees to create a more diverse and inclusive
talent pipeline. Through the Operating Committee
Sponsorship Program, the Operating Committee has
made an investment in career advancement of
diverse employees across the Company by
connecting to impactful assignments, networks,
and support in promotion and new leadership
opportunities.
· In 2020, Wells Fargo invested $110
million to organizations that serve Hispanic
communities, providing economic opportunity. Wells
Fargo focused on supporting nonprofits and
small businesses hardest hit by the impacts of
the pandemic.
· Wells Fargo made an industry-leading
commitment by donating roughly $420 million in
gross processing fees from the Paycheck Protection
Program through its Open for Business Fund.
· Wells Fargo proudly supports military
service members and veterans through initiatives to
hire and retain veterans, and through foundation
donations, financial health resources, and event
sponsorship. Wells Fargo has donated more than
400 homes, valued at over $60 million, to support
veterans in all 50 states.
26 www.latinastyle.com LATINAStyle V ol. 27, No. 4, 2021