LEADERSHIP CHALLENGE: 7 things you should know about the Hispanic Workforce

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LEADERSHIP CHALLENGE7 things you should
know about the Hispanic Workforce
Ann GillespieCEO, ProLingua Inc. 615.467.3026 agi
llespie_at_the7elements.com
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KEY MESSAGE

• If
• you plan to grow your company in the next 10
  years
• the federal government is your client
• you sell construction products or equipment
• your industry projects serious labor shortages
  (craftsman)

• Recruiting, developing and doing business
• with the Hispanic community
• is a critical factor to your success

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1 Long-Term Hispanic Growth Projected

• From 2010 to 2020, 100 of US workforce growth
  will come from foreign born workers and their
  children
• In 2006, 60 of construction jobs were filled by
  Hispanics

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2 Hispanics Are Diverse Understanding The
IVAN Factor

• Four ways to segment the Hispanic market
• Nation of origin
• Socioeconomic factors
• Degree of Acculturation
• Generation

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Hispanic Market Segmentation
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3 Entrepreneurial Spirit

• Hispanic business growth is 3x higher than
  mainstream
• Hispanic buying power is 1.2 trillion by 2010

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The Job
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4 Language and Cultural Barriers Impact the
Bottom Line

• Lost time
• OSHA Fines
• Wasted materials
• Damaged tools and equipment
• Turnover

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Cultural Differences in Safety OSHA Approved
Scaffolding?                                    
                                                  
                                                  
                
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Cultural Differences and Safety Part Two The
"New " Lightweight Welders Mask  
                                                  
                                                  
                                                
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Safety Stats 2008 CDC Report .

• Fatality rates are 25x higher for Hispanics than
  other American workers
• Fatalities among foreign-born Hispanics 70
  higher than US-born Hispanics
• 370 increase in fatalities from falls from 1992
  to 2006
• The highest job fatality rates for Hispanics
  were in South Carolina (22.8 per 100,000 Hispanic
  workers), Oklahoma, Georgia and Tennessee

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.

• There is risk in assuming
• Literacy level
• English fluency level
• That a nod of the head means message received
• That a bilingual employee can interpret/translate
  
• AND
• That an employee is uneducated
• That an employee isnt management material
  because of an accent
• The leader is the one who speaks English

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5 The 3 Rs of Hispanic MarketingRelationships
, Relationships, Relationships

• For recruiting
• For retention
• For building a client base

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Mainstream Referrals
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Hispanic Referrals
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Join Networking Groups
Hispanic Contractors Assoc National Assoc of
Hispanic Real Estate Professionals Hispanic MBA
Society Hispanic Chamber of Commerce Hispanic
Community Support Organizations
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6 Developing Hispanic LeadersDo not expect
leaders to self-select

• Cultural impact
• Skills development
• Looking past the accent

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7 Think StrategicallyBeyond Spanish Classes

• Strengthen talent pool
• Update HR bilingual tools
• Review policies
• Orientation and on-boarding
• Succession planning
• Key positions, key competencies

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What Successful Employers Do

• Anticipate the impact of language cultural
  barriers on safety and productivity
• Work aggressively and strategically to overcome
  language barriers
• Take a personal interest in their employees
• Hire strategically
• Grow leaders
• Create a vision for growth through diversity
• Comply with federal hiring laws
• Build relationships with Hispanic community