Celebrating Hispanic Heritage Month: The importance of attracting Hispanic and Latino talent


We’re all aware there is significant change needed when it comes to diversity and inclusion in the workplace. In fact, diversity in a top priority for most employees and 86% believe a diverse workforce will become been more important over time.


In honor of Hispanic Heritage Month (Sept. 15 - Oct. 15), we’re focusing on the importance of attracting Hispanic and Latino workers to join your team. Projections show that Hispanics are driving the labor force growth and will account for 78% of net new workers by 2030! Here are some ideas to up your efforts and attract this booming demographic of workers.


  • Drive inclusion internally – show your employees you embody the values around inclusion. This can be done by educating your team on a regular basis about cultural differences in your workforce and creating a cultural awareness.

  • Increase visibility in executive roles – it’s important for your Hispanic and Latino employees to “see themselves” in leadership. This will retain talent and feel they are well represented at the top.

  • Build a mentorship program – allow Hispanic and Latino employees to “partner up” with different demographics on a regular basis. This will create more cultural understanding by one another and build an otherwise ignored relationship at the same time.

  • Create Spanish materials – go the extra mile to create an employee onboarding program with a Spanish option. This will bring in potential talent and make Hispanic and Latino new hires feel welcomed and included.

  • Target social media – Hispanics are 57% more likely to rely on social media as a single source for information. Posting about job opportunities, especially in Spanish, can reach more potential prospects.


Listed above are just 5 great suggestions to experiment with to recruit and retain top Hispanic and Latino talent. You’ll also display your support for their community and join the celebration of Hispanic Heritage Month.



Sources include: U.S. Department of Labor, Thomson Reuters Institute, Censia