Latino Corporate Network D.C. (LCNDC)’s Post

As a Latina, I'm taking up SPACE this #HispanicHeritageMonth—and I encourage you to do the same. Not just from September to October, but all year long. There's a reason why #Latinas remain the most underrepresented group at the highest levels of corporate America. But let’s be clear: it’s not because we lack ambition, talent, or potential. We don’t need fixing. The systems we operate in do. When I talk about systems, I’m talking about the people—especially leaders—who need to step up as true allies and become the sponsors who help us move forward. At the same time, we need to step into our power: to take up space, make ourselves visible, claim our achievements, and strategically build the networks that will elevate us. Here’s a short video of me on my way to a speaking engagement, representing my community and claiming my space.

We are all equal! - MKT is committed to diversity, respect and tolerance The current situation in our country and the rise in extremist statements and actions fill us at MKT with great concern. As a management team, we believe that the success of our company and Thuringia as a business location as well as the jobs of every single person in the region are at risk. As an internationally active family business, it is therefore time for us to show courage and take a clear stance on the current situation. In our company policy, the “M” in MKT stands first and foremost for human beings (="Mensch" in German) and respectful cooperation. We consciously encourage and promote the diversity of different cultures and see cooperation with people of different world views and cultural backgrounds as an enrichment. We strive to integrate people with a migration background into our company and offer them a secure job. We sensitize and train our employees, work together hand in hand, learn from each other and see the individual person. It is important to us that people who work with us feel accepted and comfortable. That is why we do not tolerate xenophobia! For us, everyone’s individuality is a sign of strength and we see diversity as an opportunity to grow beyond ourselves. Thanks to our branch offices in France and North America and close cooperation with our sales representatives in Poland, Italy, Lithuania, Australia and Latin America, we export our products all over the world. People from 9 different countries work closely together as colleagues in our production halls and administration at the Ohrdruf sites. This makes up almost 20% of the total workforce, without whom we would not be able to maintain production. Every day, we treat our employees, business partners and customers with respect and acceptance, regardless of their origin. For us, this is a basic prerequisite for successful cooperations and joint growth. Unfortunately, there are groups of persons in this country that try to exclude people. We clearly distance ourselves from any form of discrimination, hatred, exclusion and other extreme ideas. We therefore see it as our duty to raise our voices and appeal for more altruism and tolerance. We want to strengthen social cohesion and, as an open-minded company, advocate a free society. Let us therefore stand up together for peaceful coexistence and focus on humanity. Because everyone is unique and every person matters! #statement #democracy #humanity #tolerance #respect #diversity #courage #individuality #altruism #openminded

Lean In's report "The State of Latinas in Corporate America" is a good reality check for #highered. Are we teaching future leaders about the kinds of things that are holding back their Latina peers, with an eye toward rectifying the situation? Are we preparing Latinas about the real work world they will face? And do our colleges and universities practice what we preach with respect to Latina staff and faculty, or do we assume that what happens in industry does not happen at our institutions? For instance, the report talks about how performance bias limits the advancement opportunities for #Latinas. Some may question their competence and skills because of compounding cultural, racist, and sexist assumptions. The report provides recommendations about what to do in these situations, including asking for concrete examples when a colleague might think a Latina colleague does not have the skills, or speaking up to say that you have observed your colleague excelling in the skills required by the job. There are lots of other data and suggestions in this report that can be helpful to promote a more just and equitable workplace. Take a look! https://lnkd.in/g4uCntpy

People of planet Earth, In our workplaces, it’s crucial to challenge the dynamics of politics. We must prioritize genuine effort and integrity, moving beyond mere appearances and self-preservation. Advocating for fairness and focusing on meaningful work are not just corporate responsibilities; not just echoing the loudest voice. Our businesses, our colleagues, our clients, and indeed all humans deserve an environment that values true merit and fairness over mere rhetoric and self-interest.

It's always hard to get good data on the prevalence of underrepresented groups in the executive suite, but this new Lean In report covered by Forbes' Maria Gracia Santillana had this number I found particularly telling—and concerning. Latinas make up 9% of the total U.S. population but just under 5% of entry-level workers in corporate roles, the analysis found. From there, Latina representation falls 78% on the road to the C-suite, the largest for any ethnic gender or gender group surveyed. The overall representation of white males, in comparison, increases 64% between starting jobs (where they hold 34.4% of roles) and the top layer of management (where nearly 56.4% identify as white men).

The Truth Behind Corporate America: People vs Bottom Line Discover the clash between individuality and profits in corporate America. Explore the impact of Mitt Romney's famous statement and how it affects working with larger organizations. #CorporateAmerica #PeopleVsProfits #CorporateCulture #BottomLineMatters #WorkplaceConflicts

Walking the gemba, is a term which means real place, it implies being where the people are. In essence it refers to senior leadership entering the world of the everyday common line leader and observing how work is being performed. It is an act of extreme value, which gives insight and perspective Into day-to-day process operations and how they are run at each location. The operation and production benefits obtained during such walks yield exponential relational capital and process insight. The act of walking the floor and relating to people while learning their processes helps develop compassion which drives process optimization. Because the collaboration between both perspectives complements one another. In a like manner, the article featured this month by Going Back to Give Back, “ Echoes of Equality,” captures the spirit of compassion exemplified in the gemba walk. The writer of the article invites the reader into the world of the formerly incarcerated and their journey back into society. The perspective and insight provided in this article is a call to action echoing from a canyon of despair. I invite you to come along with me and walk the gemba of returning citizens with the intention of optimizing the process of re-entry for the good of the individual and the society at large.

Join us on June 18 for part two of one of our most popular Inner Circles of 2023 - Dismantling White Supremacy at Work! In the late 1990s, Temu Okun laid out the Characteristics of White Supremacy Culture, outlining behaviors and features of workplaces that are damaging because they are used as norms and standards without being proactively named or chosen by the group. During this workshop, we will learn about and examine how the white supremacy characteristic of “urgency” shows up in our work lives and discuss ways that we can combat its effect!

Managers -- March 16th marks the anniversary of the 2021 Atlanta spa shootings, a watershed event of our era across the Asian-American community and in the #StopAsianHate movement. As managers, this can be a difficult time for some of your employees. Here are a few things you can do: Check in with your direct reports and offer to have a conversation on how they're feeling at this time. You don't need to have all the answers, but we suggest blocking time after your check-ins to find out and follow up with your reports. Ensure employees have awareness of available resources and initiatives, and offer support with accessing them when necessary. Recognize and give space if requested by employees who feel a need to disconnect, process, recharge, etc. Everyone handles events like this differently so be prepared to support time and space. Share how to recognize and report harassment including any anonymous tip lines, the reporting process, and how you would support them. Ask your employees what they believe the organization can do to improve its DEI strategy and/or support for marginalized employees at times like this. Note the common trends/themes that emerge, and share up to advocate for your reports. Source: Organization Leaders Resource Guide for March 16 https://lnkd.in/gj_hAkzd