Allyship in Action: How Non-Latino Leaders Can Support Latino Career Growth

Posted by: Maryanne Piña

The Latino Career Chasm is persistent. Despite Latinos making up 19% of the U.S. population, only 4% of executive roles in Fortune 500 companies are held by Latinos. High attrition rates (20% annually, as of 2016) further illustrate the systemic barriers Latino professionals face in navigating corporate America.  

 At the heart of this chasm is a cultural mismatch. Latino cultural scripts, including professional behavior, are deeply ingrained in every aspect of Latino life and passed down from generation to generation. Many Latino professionals are shaped by cultural values like familismo (family orientation), respeto (respect for hierarchy), and personalismo (valuing relationships). While these are strengths in many environments, these traits can conflict with the assertiveness, self-promotion, and individualism often rewarded in American corporate culture. This disconnect contributes to stalled career progression and disengagement. Understanding the nuances of this culture and how it influences your Latino employees’ and coworkers’ actions can help you better develop the Latino talent in your organization.  

The Latino Career Assessment™ (LCA™) is the first validated assessment tool created to help bridge this divide. Explicitly designed to support Latino talent development, the LCA™ empowers both professionals and their employers with data-driven insights. It identifies 14 Career Predictors across three key areas: Personal Victory, Interpersonal Investment, and Organizational Navigation. These predictors serve as a roadmap to guide professionals in developing behaviors that lead to upward mobility while helping organizations better understand and support their Latino workforce.  

 Using the LCA™ helps companies take proactive steps to reduce attrition, increase engagement, and elevate diverse voices. In an era where DEI is more than a buzzword, tools like the LCA™ are critical to creating inclusive, high-performing organizations. As we found in our research, Latino professionals often lack advocacy networks and face challenges in self-promotion and navigating corporate hierarchies. By using the LCA™, leaders can identify these gaps and design targeted development plans to close them.  

 So, what can non-Latino managers and leaders do to help?  

1. Listen and Learn: Understand the Latino cultural scripts and how they influence workplace behaviors. This awareness helps leaders interpret actions not as disengagement but as culturally influenced approaches to work. 
2.  Use the LCA™: Integrate the assessment into career development conversations. The LCA™ provides personalized data and strategies that empower Latino professionals and help leaders coach more effectively.  
3. Be an Active Ally: Sponsor Latino employees for high-visibility projects. Advocate for them in rooms where decisions are made. Encourage them to speak up and take calculated risks while also recognizing the cultural humility that may hold them back. 
4. Create Safe Spaces for Growth: Foster an environment where feedback is constructive, where diverse communication styles are valued, and where leadership potential is seen in all its forms, not just through a dominant cultural lens.  

As workforce demographics shift, the future of business depends on cultivating the full potential of Latino professionals. The LCA™ is more than an assessment—it’s a movement toward equity, insight, and impact.  

Take the LCA today and start unlocking Latino career potential in your organization: https://latinocareerassessment.com/solutions/lca-assessment/