Most Latino professionals are fully bilingual, work in various industries and are well integrated within American corporate culture, according to a recent survey of Latinos in the workplace.
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Read this story from the May 2005 issue of DiversityInc magazine. Age diversity and intergenerational conflicts are getting lots of press these days as four generations converge on the workplace simultaneously. A handful of corporations have been addressing this issue for years but most are just beginning to understand the ramifications. Several of the Top 50 Companies for Diversity have been ahead of the curve and have been putting age-diversity practices into play for the past five to 10 years.
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Just as we think of workers of different races, ethnicities and genders bringing diverse life experiences and perspectives into the work environment, it follows that each generation has identifiable behavior patterns. What are some of the cues that a company has generational issues? How can companies resolve age conflicts without stereotyping employees?
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Why should the status of women matter to business leaders? Because women boost national productivity, and national productivity is tied to corporate wealth.
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Why should the status of women matter to business leaders? Because women boost national productivity, and national productivity is tied to corporate wealth.
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A measurable way to assess a corporation's relationships with people of color and women is to examine retention. Most companies have biased retention, which means they retain employees of different races and genders at dissimilar rates. But those disparities are eliminated in companies that manage the process successfully to build trust through strong communications and nurturing programs.
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