The HACR Corporate Inclusion Index (CII) serves as an evaluation tool for Corporate America’s Hispanic diversity and inclusion practices in four key areas: Employment, Procurement, Philanthropy, and Governance. Today, we will focus on some of the highlights and insights from the Employment pillar of the 2019 HACR CII Report and what they tell us about the progress and challenges faced by companies in their Hispanic inclusion efforts.
WHAT DOES THE EMPLOYMENT PILLAR MEASURE?
Given the importance of securing “good” jobs to the overall health and wellbeing of individuals and families in the United States, it is crucial that Hispanics are well represented in these jobs. Hispanics should not simply be left to occupy marginal jobs because of the convergence of such factors as the precarious nature of immigration in the United States or perceptions about race, ethnicity, and gender.
WHAT DID WE LEARN?
Based on aggregate outcomes from the 2019 HACR CII survey, there are several areas that Corporate America and its Hispanic constituents should continue to follow closely:
1. The proportion of Hispanic non-exempt employees continues to be a concern, with 84 percent of all Hispanic employees reported last year being non-exempt employees. This is concerning because non-exempt positions do not typically afford employees with the same benefits and access to leadership as exempt positions do.
2. For internships, Hispanics representation remained steady at around 13 percent. This is significantly lower than when compared to their white peers.
On the plus side, 98 percent of the companies we surveyed reported having Hispanic employee resource groups (ERGs). The next step for companies is to actively leverage these groups to allow them to play a larger role in informing initiatives around talent acquisition and retention, community investment, supplier development, and leadership recruitment.
Companies should also strive to continue developing and improving their tracking of organization-wide demographics. Only through effective and robust tracking can goals and outcomes be evaluated and used as benchmarking measures to assess progress and the impact of organizational practices.
To learn more about employment trends and best practices, download a copy of the 2019 HACR Corporate Inclusion Index report here.