09/11/2024 | Press release | Distributed by Public on 09/10/2024 20:15
\r\nSeptember 11, 2024
September 11, 2024
As the US and Canada celebrate these crucial groups, businesses must do their part by prioritizing inclusivity and diversity.
\r\n"}}" id="text-ae64be24ed" class="cmp-text">As the US and Canada celebrate these crucial groups, businesses must do their part by prioritizing inclusivity and diversity.
Every year, from September 15th to October 15th, the United States celebrates Hispanic Heritage Month to honor the contributions of Hispanic and Latin American people to the country. In Canada, where I live, October is dedicated to Latin American Heritage Month. This year's US theme, "Pioneers of Change: Shaping the Future Together," resonates deeply with me.
\r\nThe promise of a better future has attracted millions of Latin Americans to this region. For that hope, we have left behind our homes, food, and cultural roots to live in new places. This has been my experience and that of millions before me. According to recent census data, Latin and Hispanic individuals make up 19.1% of the US population and 3.3% of Canada's, with the numbers steadily rising.
\r\nBut beyond statistics, we are real people with dreams, shaped by diverse histories. As immigrants, we seek security, stability, and better opportunities, hoping to build strong, supportive communities in our new homes. As a result, we are becoming an increasingly significant part of the workforce in both countries even as diversity in the tech industry gains importance.
\r\nOrganizations must recognize the importance of understanding and supporting Latin American communities in tech and elsewhere. Talented individuals are essential for innovation and success. The technology industry, in particular, is highly competitive in attracting, hiring, developing, and retaining skilled professionals-ask any IT recruiter. However, Hispanic and Latin individuals are often underrepresented in IT and tech roles.
\r\nOrganizations cannot afford to let biases and stereotypes prevent them from unleashing the potential of talented Hispanic and Latin professionals. It is important to ensure that an organization's doors are open to everyone with the right skill set to succeed in the job. And once these individuals sign on, companies must ensure they feel safe, comfortable, and motivated.
\r\nUnfortunately, many Latin American employees face discrimination in different forms, from subtle microaggressions to explicit and hateful attacks. In 2021, 54% of Latinos reported experiencing discrimination in the US, with the most common form being the perception of being less intelligent. Studies in Canada show job applicants with names that sound African, Arabic, or Latin American are likely to face discrimination during the hiring process. Negative stereotypes and biases act as sources of microaggressions, which can detrimentally impact individuals' self-esteem and self-concept.
\r\nI am from Argentina and have relocated twice: first to Costa Rica, then to Canada. Despite my previous experience, I found new obstacles here. My identity was often reduced to a single dimension: being Latino. I encountered stereotypes and assumptions and faced subtle jokes about my accent or grammar mistakes. These experiences made me more reserved, leading to feelings of inadequacy and regret. I learned that many people of color face similar challenges and that imposter syndrome, the experience of feeling unwelcome, undeserving, or unqualified, is common and often exacerbated in racialized people by racism and bias.
\r\nThe good news is that we can do something about it. To create a more inclusive and equitable future, organizations and communities must prioritize initiatives focused on structural change and individual support. To this end, organizations must act on:
\r\nEvery year, from September 15th to October 15th, the United States celebrates Hispanic Heritage Month to honor the contributions of Hispanic and Latin American people to the country. In Canada, where I live, October is dedicated to Latin American Heritage Month. This year's US theme, "Pioneers of Change: Shaping the Future Together," resonates deeply with me.
The promise of a better future has attracted millions of Latin Americans to this region. For that hope, we have left behind our homes, food, and cultural roots to live in new places. This has been my experience and that of millions before me. According to recent census data, Latin and Hispanic individuals make up 19.1% of the US population and 3.3% of Canada's, with the numbers steadily rising.
But beyond statistics, we are real people with dreams, shaped by diverse histories. As immigrants, we seek security, stability, and better opportunities, hoping to build strong, supportive communities in our new homes. As a result, we are becoming an increasingly significant part of the workforce in both countries even as diversity in the tech industry gains importance.
Organizations must recognize the importance of understanding and supporting Latin American communities in tech and elsewhere. Talented individuals are essential for innovation and success. The technology industry, in particular, is highly competitive in attracting, hiring, developing, and retaining skilled professionals-ask any IT recruiter. However, Hispanic and Latin individuals are often underrepresented in IT and tech roles.
Organizations cannot afford to let biases and stereotypes prevent them from unleashing the potential of talented Hispanic and Latin professionals. It is important to ensure that an organization's doors are open to everyone with the right skill set to succeed in the job. And once these individuals sign on, companies must ensure they feel safe, comfortable, and motivated.
Unfortunately, many Latin American employees face discrimination in different forms, from subtle microaggressions to explicit and hateful attacks. In 2021, 54% of Latinos reported experiencing discrimination in the US, with the most common form being the perception of being less intelligent. Studies in Canada show job applicants with names that sound African, Arabic, or Latin American are likely to face discrimination during the hiring process. Negative stereotypes and biases act as sources of microaggressions, which can detrimentally impact individuals' self-esteem and self-concept.
I am from Argentina and have relocated twice: first to Costa Rica, then to Canada. Despite my previous experience, I found new obstacles here. My identity was often reduced to a single dimension: being Latino. I encountered stereotypes and assumptions and faced subtle jokes about my accent or grammar mistakes. These experiences made me more reserved, leading to feelings of inadequacy and regret. I learned that many people of color face similar challenges and that imposter syndrome, the experience of feeling unwelcome, undeserving, or unqualified, is common and often exacerbated in racialized people by racism and bias.
The good news is that we can do something about it. To create a more inclusive and equitable future, organizations and communities must prioritize initiatives focused on structural change and individual support. To this end, organizations must act on:
\r\nMeanwhile, individuals can work to own the narrative. My accent and my lack of perfection in grammar made me feel ashamed when speaking with native speakers. I went through a similar process to the one I felt about my queer sexual orientation. First, I experienced shame when people made fun of me. Then, I realized that I have an accent in Spanish, my native language, so why would I not have an accent in English? I was able to make this change by not letting others define who I am and by embracing my roots with pride.
\r\nNow, when someone hears my accent, they know about my background, my story, the progress I've made, and challenges I overcame to be where I am. And I've found that controlling this narrative gives me the confidence needed to fight imposter syndrome.
\r\nHispanics and Latin Americans are, and will continue to be, a significant part of the US and Canadian workforces. And we, like every other community, have talented people. We have learned to be flexible; we know how to adapt and innovate in the ever-changing reality around us, and we can raise the bar. That's the value we add to our organizations.
\r\nIn a competitive talent market, if organizations want to succeed now and in the future, they must do the right thing and prevent discrimination if they want to become an employer of choice for talented Hispanic and Latin professionals in tech and elsewhere.
\r\nQuoting Bayard Rustin's character in the aforementioned movie: "Thirty years ago, Gandhi walked the sea, picked up a handful of salt, and inspired a movement that brought down an empire. The time has come for us to do the samey" Now is our time to lift the barriers from the past and the present to engineer real and positive change. Organizations must be pioneers of this change. It is time to work together because in the future of work, no one can afford to exclude Latin people.
\r\n"}}" id="text-e89599d610" class="cmp-text">Meanwhile, individuals can work to own the narrative. My accent and my lack of perfection in grammar made me feel ashamed when speaking with native speakers. I went through a similar process to the one I felt about my queer sexual orientation. First, I experienced shame when people made fun of me. Then, I realized that I have an accent in Spanish, my native language, so why would I not have an accent in English? I was able to make this change by not letting others define who I am and by embracing my roots with pride.
Now, when someone hears my accent, they know about my background, my story, the progress I've made, and challenges I overcame to be where I am. And I've found that controlling this narrative gives me the confidence needed to fight imposter syndrome.
Hispanics and Latin Americans are, and will continue to be, a significant part of the US and Canadian workforces. And we, like every other community, have talented people. We have learned to be flexible; we know how to adapt and innovate in the ever-changing reality around us, and we can raise the bar. That's the value we add to our organizations.
In a competitive talent market, if organizations want to succeed now and in the future, they must do the right thing and prevent discrimination if they want to become an employer of choice for talented Hispanic and Latin professionals in tech and elsewhere.
Quoting Bayard Rustin's character in the aforementioned movie: "Thirty years ago, Gandhi walked the sea, picked up a handful of salt, and inspired a movement that brought down an empire. The time has come for us to do the samey" Now is our time to lift the barriers from the past and the present to engineer real and positive change. Organizations must be pioneers of this change. It is time to work together because in the future of work, no one can afford to exclude Latin people.
Emanuel Simo has been part of the Global Diversity & Inclusion Team at Cognizant since 2020. Previously at Cognizant, he served as HR Manager in Costa Rica and worked as an IT recruiter in Argentina, where he established LGBTQ+ affinity groups.
\r\n"}}" id="text-9eead5d556" class="cmp-text">Emanuel Simo has been part of the Global Diversity & Inclusion Team at Cognizant since 2020. Previously at Cognizant, he served as HR Manager in Costa Rica and worked as an IT recruiter in Argentina, where he established LGBTQ+ affinity groups.