The results of a recent study by Encuesta Inc. show that Hispanics feel corporations are less engaged and involved in the Hispanic community than a few years ago. According to the results (via Hispanic PR Blog):
The findings show that Hispanics have lost confidence in major corporations’ role in their community. Even though Hispanics find it increasingly more important that major corporations be “good” corporate citizens in their community in 2009 compared to 2005 (86% in 2009 vs. 81% in 2005, on a top two box basis), they believe that the major corporations are doing remarkably less than they were five years ago (36% in 2009 vs. 12% in 2005).
The purchasing power of the Hispanic market is apparent, and results like these might have some impact on how organizations market to Hispanics; however, another question is this: how do results like this impact the recruitment of Hispanic workforce into your organization?
As some employers struggle to increase representation of the Hispanic workforce and other minorities into their organizations, potential employees of color will certainly research how organizations are giving back to their respective communities. And while corporate social responsibility reports might tout their successes, study’s like these indicate there is a definite perceptual gap between an organization’s efforts and the perceptions of a minority group.
It’s important for employers to pay attention to these results (and others like this) because it continues to confirm the perception that organizations are more interested in selling their products to a minority community than attracting them into their businesses.
Another great article by Lorelle L. Espinosa, director of policy and strategic initiatives at the Institute for Higher Education Policy, regarding what colleges and universities are responsible for graduating minority students in STEM fields. Dr. Espinosa makes an excellent point that a significant representation of minorities in STEM careers will not occur until ALL institutions make a commitment to graduating more minorities in these fields. Good read.
Hispanics have a long history of U.S. military service. The number of Hispanics having earned the Congressional Medal of Honor has been a source of pride and distinction for the Hispanic community. In fact, the first Hispanic CMOH recipient was given to a corporal during the Civil War in the Battle of Gettysburg. According to recent military data, Hispanics have seen a dramatic increase in the number of enlisted personnel serving in all branches of the U.S. military. But despite their increasing numbers, Hispanics remain under-represented at the officer level. That’s why it was great to see this post via The Americano describing the partnership between the Hispanic Association of Colleges and Employers and the United States Armed Forces. The goal is create more opportunities for Hispanics in the military at all levels of the military through scholarships and other educational approaches.
An article in the Texas Tribune provides an excellent overview of the challenges faced by some Texas community colleges in their objective of getting their students to transfer to 4 year institutions. Certainly a lot of work to be done regarding budget, programs, and infrastructure. According to the article: “Statewide, among full-time students, black students ended up dropping out with no credential in 68 percent of cases, compared with 59 percent for Hispanics, 53 percent for whites and 46 percent for Asians.” That’s an amazing number of students “spinning their wheels” in what is supposed to be a bridge to higher education for many. This is only one state – no doubt the issue is nationwide.
An article in the New York Times today reports that from 2003 to 2008, 61 percent of black applicants and 46 percent of Mexican-American applicants were denied acceptance at all of the law schools to which they applied, compared with 34 percent of white applicants. While there are a number of issues, challenges, and cultural factors associated with these statistics, it again reminds us of how these trends have long-term implications in a variety of settings.
Particularly within the legal profession, a lack of racial and/or ethnic diversity in this important area of our society can potentially chip away the confidence people have in justice and equality in our courts. While there is a variety of research in this regard, certainly more needs to be done in a broader context to address the ethnic and racial composition of our legal industry (including federal and state courts). The legal industry is no different than what is occurring in most other work environments.
Over the last decade, minority and women-owned businesses have constituted over 50 percent of the two million businesses created in the United States. A report out today shows that women are becoming the nation’s job-creation engine, starting small businesses and stimulating new jobs at a rate that outdistances their male counterparts and disproportionately exceeds their current contribution to U.S. employment. This report comes just after labor force statistics indicate women will be make up the majority of the U.S. workforce this year. Times are certainly changing.
According to the Small Business Administration, between 1997 and 2002, the number of Hispanic-owned firms increased by 31 percent, with Hispanics owning 6.6% of U.S. businesses. The $820 billion Hispanic market is also flexing its muscles. Hispanic spending power has made significant contributions over the last decade, especially during these tough economic times.
Women and minority business owners will have become members of a powerful movement. These latest reports confirm that Hispanic Americans, for example, are occupationally and economically diverse. Indicators such as level of business ownership suggest a diverse, hard working, and entrepreneurial population. Yet, it is frustrating to read accounts that economic stimulus funds are disproportionately not reaching minority businesses – particularly when maximizing opportunities for minorities and women-owned businesses are in the best economic interest of everyone.
A great article in this week’s Economist regarding an historic milestone: in a few months women will make up more than half of the American workforce. Certainly a “mixed” achievement considering that women still often make less than men (substanitially less for Hispanic and other minority women). When you review leadership at the C-Level of Fortune 500 organizations, women still make up less than 10% of CEO’s. While women are graduating from colleges and universities at higher rate than men, there is still a discrepancy when it comes to gender equality in U.S. organizations in terms of earnings and experience.
Women and Hispanics share many of the same challenges – many I’ve written about over these last few months. When one sees disappointing statistics such as these, it’s not difficult to become impassioned about making a difference to change it. Whether it’s women, Hispanics, African-Americans, the physically challenged, or people of differing sexual orientation, inclusion is not just about recognizing our differences, but about whether individuals in organizations feel respected and valued. Individuals want to know that they make a difference.
As more women and people of color enter the workforce, we should aspire to create organizational cultures that also change to meet their needs. This type of change does not imply a decrease in performance, but it does include a different way of conducting business so that everyone is valued for their equal contribution.
Mobile devices have given today’s college students a variety of options. Students can take in a job fair on campus via a Twitter #hashtag or participate in an online career expo. Networking doesn’t need to be done in a face-to-face environment but rather through Facebook, MySpace or a number of other online social networking sites. As college student technological savvy continues to increase, so does the opportunity for employer college recruitment efforts. According to a new report by the Pew Hispanic Center, most of these new “hyper-users” are young Latinos and African Americans. Both the Pew Center and the Nielsen Company report that Hispanics are using their phones more robustly than are whites. If you’re interested in reaching Hispanic college graduates, your recruitment strategy needs to leverage this important technological trend.
According to the National Association of Colleges and Employers (NACE) salary survey, recent college graduates saw fewer job offers and also took salary hits. Those who graduated with bachelor’s degrees in 2009 received a $48,633 average starting salary offer, down 1.2% from last year, according to a survey of college and university career services offices. This contrasts 2008 when the average starting salary was 7.6% higher than those offered to the class of 2007. Engineering and computer science graduates still fared the best in 2009 and saw increases in their average starting salaries. Average offers fell among business and liberal arts graduates.
