Creating or bolstering a Hispanic Employee Resource Group (ERG) at your company is one of the most effective ways to support cultural and inclusion goals. It also empowers Hispanic employees and builds a more inclusive workplace culture.
Did you know there are 29 million Hispanic people in the U.S. labor force? That number is projected to reach 35.9 million in 2030 – or 1 in 5 workers! In fact, the Department of Labor reports that Hispanic people will make up 78% of “net new workers” between 2020 and 2030. Given that nearly 1 in 5 U.S. workers will be Hispanic by 2030, creating a Hispanic Employee Resource Group is more important than ever to support this growing segment of your workforce.
A Hispanic Employee Resource Group (ERG) helps create an inclusive environment where Latinx and Hispanic employees feel valued and empowered. For instance, forming a Hispanic Employee Resource Group (ERG) for Hispanic and Latiné team members can provide powerful opportunities for connection and growth.
In this guide, we’ll share how to launch a successful Hispanic Employee Resource Group, key ERG best practices, and examples from top companies.
Looking for programming to support your Hispanic Employee Resource Group? Book a live, virtual Hispanic Heritage Month experience your team will love.
The Power of Hispanic Employee Resource Groups
An Employee Resource Group is an employee-led organization that offers a support, development, and advocacy network for people who share common characteristics or experiences – for instance, being Hispanic or Latinx. ERGs can offer employees a sense of belonging and cultural connection, mentorship opportunities, and more – while also serving as valuable employee recruiting and retention tools for your organization.
A Hispanic ERG fosters cultural belonging, leadership development, and allyship. These groups offer Hispanic and Latiné employees an opportunity to connect, grow, and influence company culture. These groups play a crucial role in promoting awareness and inclusivity for Latinos in the workplace. ERGs can provide a platform for Hispanic voices, foster cultural understanding, and support professional development.
By celebrating diversity and advocating for inclusive policies, your Hispanic Employee Resource Group can help build a corporate culture that embraces the strengths of a diverse workforce. Delve into what is an ERG with our blog post dedicated to this topic.
A note on terminology: Wondering the meaning of terms like “Hispanic,” “Latinx,” and “Latiné” throughout this post? Watch the short video below to learn more!
How To Start a Hispanic ERG
Launching a Hispanic Employee Resource Group (ERG) is a powerful way to support Hispanic and Latiné employees while promoting inclusion and cultural awareness across your organization. Whether you’re starting from scratch or building on informal efforts, the steps below can help you form a thriving and sustainable group.
1. Gauge Interest and Build a Core Team
Start by connecting with Hispanic and Latiné colleagues and allies to assess interest. You can host an informal virtual meeting, send out a survey, or speak one-on-one. Once you’ve identified a few enthusiastic individuals, create a founding committee to help define the group’s purpose and goals.
2. Define the Mission and Objectives
A clear mission statement will guide your Hispanic ERG and help others understand its purpose. Consider what your group aims to achieve: cultural celebration, professional development, mentorship, community service, or all of the above. Align your goals with your company’s broader belonging and inclusion strategy.
3. Secure Executive Sponsorship
Gain support from senior leadership to boost visibility and access resources. An executive sponsor can advocate for the ERG in leadership meetings, help secure funding, and serve as a liaison between the group and the company’s leadership.
4. Set Up Operational Guidelines
Establish clear processes for membership, meeting cadence, communication channels, and event planning. Consider rotating leadership positions or creating subcommittees for different initiatives, such as career development or cultural events.
5. Plan Your First Event
Start with a simple, engaging event to generate interest—like a Hispanic Heritage Month celebration, a speaker series, or a virtual potluck featuring Latin American cuisines. Promote it widely and encourage allies to attend.
6. Create a Feedback Loop
Gather feedback after each event or initiative to understand what’s working and what could improve. Use surveys or informal conversations to guide future programming and ensure your ERG remains relevant to its members.
7. Track and Share Impact
Track metrics such as participation numbers, retention rates of Hispanic employees, and engagement in ERG-led initiatives. Share this data with leadership to demonstrate the value of your Hispanic ERG and advocate for continued support.
By taking these intentional steps, you’ll lay the foundation for a Hispanic Employee Resource Group that uplifts employees, builds community, and fosters lasting change in your workplace.
What Makes Hispanic ERGs Effective Catalysts for Change
Hispanic ERGs are Employee Resource Groups dedicated to serving the unique needs and challenges of Hispanic and Latiné employees. Members of ERGs may plan a variety of engaging activities – from educational workshops, volunteering, and mentorship programs to social events such as happy hours and cultural celebrations. Your Hispanic Employee Resource Group’s mission statement can help define the group’s purpose and set a clear vision for all.
Overall, ERGs can help advance workplace diversity and inclusion by providing opportunities for groups that have historically faced discrimination – and still do today. Case in point: a survey from the Society for Human Resources Management (SHRM) found that 54% of Latino individuals reported experiencing discrimination. 44% of respondents said they’ve experienced discrimination or microaggressions at work.
By providing an outlet for members to share challenges and advocate for their needs, Hispanic ERGs offer invaluable support for employees at all levels of the organization.
The Evolution of Hispanic Employee Resource Groups in the Workplace
As a whole, ERGs began in the 1970s as part of the U.S. Civil Rights movement. Xerox is generally regarded as the company with the first ERG. In 1970, Black employees formed the National Black Employee Caucus with the support of Xerox CEO Joseph Wilson.
Other ERGs that followed were generally created as race-based groups for employees, though women’s groups and other affinity groups followed in later years. Read more about the history of ERGs from Boston College.
Today, there are many different types of ERGs – ranging from parents’ groups to groups for LGBTQ+ employees, team members with disabilities, neurodivergent employees, groups for shared cultural backgrounds, and more. Specifically, Hispanic and Latinx ERGs have evolved from informal networks into organized, influential entities within organizations.
As the Hispanic population in the U.S. has grown and diversified, so too has the significance of Hispanic and Latinx ERGs. Today, these groups play a vital role in promoting cultural awareness, supporting career advancement, and advocating for equitable workplace policies. Some of the world’s most successful companies have embraced Hispanic Employee Resource Groups to promote cultural celebrations and support professional growth. For instance, Toyota empowers Hispanic employees through its TODOS program. Additionally, Microsoft is creating opportunities through its HOLA employee group and Nike offers resources through its Latino & Friends Network.
In a corporate landscape that increasingly recognizes diversity as a competitive advantage, your Hispanic Employee Resource Group can help equip team members for success while leveraging the strengths and perspectives of all employees.
Key Initiatives That Strengthen Your Hispanic Employee Resource Group
To keep your Hispanic Employee Resource Group impactful, offer events that promote cultural awareness, Latiné history, and career development. Promoting cultural awareness can help increase a sense of belonging and can be achieved with events that educate about Hispanic culture, history, traditions, and celebrations. From meaningful activities that promote career development to fun celebrations that foster deeper cultural ties, read on for a variety of unique workplace ideas!
Celebrating Hispanic Heritage in the Workplace
Each year, Hispanic Heritage Month is celebrated from September 15 – October 15. This is a time to honor Hispanic heritage, share Hispanic history, amplify Latiné voices, and support the Hispanic community.
But, it often takes 80 hours or more to plan programming. This year, skip the DIY route and the hassle of planning logistics. Instead, book a professional live, virtual experience with a 5-star rating to guide your Hispanic Heritage Month celebrations from start to finish.
Choose from two turnkey programs created especially for organizations to celebrate Hispanic Heritage Month at work: El Origen and La Identidad.
El Origen explores Hispanic history and music from the 1500s through the present, while La Identidad is a celebration of Chicano and Latiné achievement from 1900s through today. Both programs offer a live, interactive way for teams to learn more about Hispanic history and celebrate together.
If your Hispanic Employee Resource Group is planning Hispanic Heritage Month events, reach out to book one of our top-rated virtual programs.
Empowering Latinos Through Mentorship and Career Development
Career development initiatives led by Hispanic ERGs can help to empower Latinx employees, setting them up to thrive in the workplace as valued members of the team.
By establishing a mentorship program, ERGs can pair experienced professionals with mentees to offer personalized advice, resources for personal and professional growth, and networking opportunities tailored to the unique challenges faced by Hispanic employees.
By fostering strong mentor-mentee relationships, these initiatives can help build employees’ confidence, enhance job performance, and open doors to advancement, contributing to a more equitable and inclusive workplace.
In fact, Forbes reports that last year, 92% of Fortune 500 companies offered mentorship programs to employees. These programs are having a real impact: Harvard Business Review shares that 75% of executives credit their success to mentors. Perhaps even more impressive: 90% of employees who have a career mentor at work say they are happy at work.
Career development and mentorship initiatives can go a long way toward boosting team morale, providing leadership opportunities for people serving as mentors, and supporting Hispanic employees for long-term success.
Making an Impact Beyond the Office Walls
Hispanic and Latinx ERGs can make an impact far beyond the office walls and your corporate environment. Go beyond the organization to impact your community and support your Hispanic and Latinx neighbors.
Through community service and corporate volunteering projects, ERGs can spark meaningful change. Leverage your group’s cultural insights, language skills, and connections to address specific needs within Hispanic communities.
For example, the Hispanic ERG at Google, HOLA, organized a free virtual career development program. Another example is the Hispanic ERG at Johnson & Johnson, which sponsored scholarships for Latinas in the workforce, promoted mental health through the J&J Hispanic and Latino Physician Network, and conducted outreach to include more Hispanic and Latino students in academic and career-focused community programs.
Volunteering and corporate philanthropy benefit the Hispanic community by providing essential resources, education, and visibility. At the same time, these community service projects can help build your organization’s reputation, employee engagement, volunteering experience, and cultural competencies.
Breaking Barriers to Enhance Hispanic Visibility and Representation
In this section, we’ll delve into strategies used by Hispanic ERGs to increase the presence and influence of Hispanic employees in the corporate world.
Amplifying Hispanic Voices in Corporate Decision-Making
Hispanic ERGs can amplify Hispanic voices and ensure that they are part of the decision-making process in a variety of ways. For instance, your ERG might create mentorship programs or scholarship opportunities to support Hispanic employees and other employees. Additionally, you can create leadership development programs tailored to Hispanic employees’ unique challenges, as well as specialized recruiting programs.
Collaborating with C-suite leaders and your human resources department can help ensure diverse candidates are considered throughout decision-making and hiring processes. Additionally, it’s important to review hiring procedures, guidelines for promotions, and pay scales throughout the organization to ensure equitable practices are being followed.
Collaborating with Media to Spread Cultural Awareness
Hispanic ERGs can collaborate with various media channels, both internal and external, to amplify awareness of Hispanic culture and contributions in the workplace.
Consider creating and sharing culturally relevant content, such as stories, interviews, and event highlights. You can leverage social media platforms, newsletters, and intranet sites to showcase Hispanic heritage, celebrate milestones, and promote initiatives.
Additionally, seek opportunities to partner with external media outlets to feature Hispanic leaders and ERG activities, extending their reach and influence while fostering a deeper understanding and appreciation of Hispanic culture in the broader community.
Measuring the Impact of Your Hispanic Employee Resource Group on Workplace Culture
To measure the impact of Hispanic and Latiné ERGs on company culture and performance, organizations can use a mix of both qualitative and quantitative evaluation methods. Tracking the success of your Hispanic Employee Resource Group can help align its outcomes with overall corporate goals.
Metrics such as employee engagement scores, retention rates of Hispanic employees, and participation rates in ERG activities can provide tangible data to gauge success. Additionally, these metrics can help you measure how your efforts are creating change over time.
Surveys and focus groups can both help capture employee perceptions of inclusivity and cultural awareness. Consider setting up an anonymous survey to encourage employees to share their candid insights. Then, encourage volunteering for focus groups to share additional feedback, if desired.
Regularly reviewing your ERG’s impact metrics and aligning them with the company’s broader diversity and inclusion goals is one key way to ensure continued success, both for the longevity of the program and the well-being of its members.
Assessing Employee Satisfaction and Retention
You can evaluate the effectiveness of your Hispanic Employee Resource Group in improving employee engagement and job satisfaction using a variety of metrics.
For instance, tracking retention and promotion rates within the Hispanic employee population can provide insights into job satisfaction and career progression. Methods like focus groups (as mentioned above), pulse surveys, and regular feedback sessions with ERG members and non-members can help gauge the group’s impact on the work environment and identify areas for enhancement, ensuring that the ERG’s efforts are resonating with its intended audience.
Analyzing Diversity and Inclusion Through Data and Case Studies
Organizations can measure the impact of Hispanic ERGs on overall diversity, equity, inclusion (DEI) goals by tracking key performance indicators (KPIs) such as the diversity of leadership pipelines, employee retention rates, and participation in ERG-led initiatives. These metrics are often analyzed alongside broader DEI statistics, like representation across job levels and employee satisfaction surveys, to assess overall progress.
Case studies from companies like IBM and Google, which have seen increases in Hispanic representation through targeted ERG programs, provide concrete examples of how ERGs can contribute to DEI outcomes.
Navigating Challenges to Ensure ERG Sustainability and Growth
While you may encounter challenges when creating or growing your Employee Resource Group, remember that with planning, collaboration, and persistence, your group can make a real impact in people’s lives. Read on to discover ways to maintain long-term success for your Hispanic ERG.
Gaining Essential Corporate Support and Resources
Hispanic ERGs can face challenges like limited resources, lack of visibility, and lack of buy-in from leadership. To gain and maintain support, it’s crucial for ERGs to clearly demonstrate their value by linking their activities to business outcomes. For instance, share about the benefits of ERGs with your team. Engaging Employee Resource Groups can improve recruitment and retention, enhance cultural competency, and drive innovation.
By starting an Employee Resource Group, you’ll be in good company – literally! That’s because McKinsey & Company reports that 90% of Fortune 500 companies have ERGs. When it comes to DEI-focused ERGs, a Glassdoor Survey revealed that 76% of job seekers value a diverse workforce when evaluating companies and job offers.
Sharing data-driven results, aligning ERG goals with the company’s diversity and inclusion strategies. Securing executive support can help fuel your group’s activities and advocacy well into the future.
Adapting to an Ever-Changing Corporate Landscape
To stay relevant in an ever-changing corporate environment, Hispanic Employee Resource Groups should aim to foster open dialogues about necessary changes, embrace intersectionality, and align goals with the company’s broader strategic objectives.
Regularly engaging with ERG members to understand their evolving needs, partnering with other ERGs for cross-cultural initiatives, and advocating for leadership to invest in professional development opportunities can ensure that your group remains a vital and forward-thinking resource within the organization.
Shaping a More Inclusive Workplace for Tomorrow
As shared in this post, Hispanic Employee Resource Groups have evolved in recent decades from informal networks into vital parts of corporate DEI strategies. These groups support career advancement, advocate for equitable policies, and help create a more inclusive workplace environment.
As the U.S. Hispanic population continues to grow and diversify, the importance of Hispanic ERGs becomes increasingly clear. Organizations should actively support and empower these groups to cultivate a more diverse and inclusive future.
Ready to strengthen your Hispanic Employee Resource Group or launch a new one at your organization? Then, connect with our team to book programming designed to support ERG leaders and employee growth. As a Certified Woman-Owned Small Business and a Certified Minority Business Enterprise by the National Minority Supplier Development Council, we don’t just teach about diversity – we live it out each and every day! Join us to see why teams from The Coca-Cola Company, Google, UPS, and more love our programs.
Looking for more resources to support Hispanic employees? Browse dozens of Hispanic Heritage Month quotes and explore a variety of Hispanic Heritage activities for the workplace.
Then, book your team’s live virtual program for Hispanic Heritage Month: choose from El Origen (exploring Hispanic history and music from the 1500s-present) or La Identidad (a celebration of Chicano and Latiné achievement from 1900s-present).
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