Tag Archives: workforce

By Tammy Ramos, J.D.

The competitive war for diverse talent today is fierce. Latinas warrant particular strategic focus in every sector, as they are the fastest growing demographic in the workforce today. They are the next generation of leaders and talent.



 The competitive war for diverse talent today is fierce. Organizations across industries are scrambling to figure out how to position themselves as an employer of choice with women and people of color.  The Great Recession exacerbated an already tight labor market. As a result, employers are asking, how do we proactively and effectively attract, recruit and promote diverse talent?  Informed organizations recognize the high cost of turnover, recruitment, onboarding and lost productivity due to poor engagement or low morale.

Latinos are the fastest growing demographic in the workforce today. A few critical statistical[1] points are as follows:

  1. Latinos contributed $2.6 trillion to the US economy in 2018 which was a 9% increase from 2017
  2. If U.S. Latinos were a stand-alone country, they would account for the 8th largest GDP in the world – larger than the GDPs of Italy, Brazil or South Korea.
  3. In 2020 U.S. Latino purchasing power rose to 11.1% – $1.9 trillion – growing 70% faster than non – Latinos.
  4. Latinos are the largest ethnic group in US, 18.7%
  5. Latinos are projected to be one fifth of the labor force by 2024
  6. Of the six million K-12 students who attend California public schools, over half 3,320,300 – 55.30% are Latino.



In particular, Latinas warrant particular strategic focus in every sector. They make significant purchasing decisions in families and now account for 1 of 5 women in the US and are projected to be 1 in 3 by 2060 US Census. They are incredibly industrious, resilient, hard-working, creative and able to multi-task as they continue to take on the majority responsibility of caring for home and family.  Despite some inequities and setbacks due to COVID-19, college degree attainment among Latinos has increased substantially in recent years.[2] In fact, 24% of Latino adults in the U.S. now hold a college degree, up from 19 percent a decade ago.

Latinas are more than consumers; they are the next generation of leaders and talent.  They are innovating, making products and services better, and driving business results. From 2018 to 2028, the U.S. Bureau of Labor Statistics projects the number of Latinos in the labor force to increase by about 7.4 million—more than any other age, sex, or race or ethnic group.  BLS.

The question is, how does an organization attract, retain and promote Latina talent?

  1. Invest in Professional Development: Oftentimes first-generation Latinas do not have the skillsets to know how to manage their careers and navigate a professional life.  Many are the first in their families to obtain a college degree and work in a corporate environment. They need to learn how to make themselves visible, develop executive presence, network and communicate effectively.  When an organization invests in their leadership, it communicates that they are valued and have a place for upward mobility.  This will engender loyalty and a deeper commitment to stay and not quickly accept a better offer from a recruiter or competitor.  Additionally, organizations will enjoy the benefit of an employee who is ready to be a strategic partner in the business.
  2. Create a Sponsorship Program:  Women and people of color are less likely to have a sponsor than whites.  In fact, 71% of sponsors said that they were either the same race or gender as their sponsee. Those who are sponsored are significantly more likely to be promoted and earn 11.6% more than those who are not sponsored.[3] Unfortunately, leaders tend to sponsor those who are like them. Organizations like LinkedIn have very intentional Sponsorship Programs so that high potential diverse employees are matched with a senior leader inside the organization.  These formal Sponsor/Sponsee relationships have proven to effectively open doors and opportunities for career advancement. Harvard Business Review
  3. Create and Support Latino ERGs:  Too often Latino Employee Resource Groups are underfunded and overworked which can create low morale and discouragement among Latinos.  Organizations must be deliberate to create a vision and collaboration with Latino ERG leaders so that they are a true strategic partner in the business.  ERGs are a rich source of information.  Tap into their experiences, ask for their advice on new products and services, invite them to support broadening the organizations network and visibility with the Latino community.  Give them financial resources beyond the ability to bring in a speaker for National Hispanic Heritage Month and an Executive Sponsor who will partner and support their goals.
  4. Make Your Brand Resonate with Latinas: Industry leaders today are making substantial ESG investments (Environmental, social, and corporate governance).   Showcase the investment you are making into the professional development of your current Latino employees, your Latino ERG and your partnerships with the Latino community and strategic partners.  Incorporate best practices from organizations like Proctor and Gamble who is creating cosmetic products to meets the needs of women with darker skin tones or curly hair. Collaborate with your ERGs to invest and support the community organizations that support the Latino neighborhoods, schools and small businesses to show your support and commitment in meaningful ways.
  5. Partner with Latino organizations and community:  As the saying goes, you are known by the company you keep. There are Latino organizations that are devoted to the leadership development and advancement of Latinos.  Building partnerships with these organizations gives you access to Latino talent, networks and even new customers for your products and services.  For example, LatinaVIDA, a non-profit inspiring and equipping the next generation of Latina executives, provides a broad range of culturally relevant services to organizations like Cisco, LinkedIn, Bank of the West, Equinix, Kaiser Permanente and more. Services include: leadership development, individual career coaching, ERG boot camp and Sponsorship matching programs.



These five steps are an essential part of your organization’s DEI Playbook with a focus on attracting and retaining one of the largest consumer segments in the nation today.  Any business leader seeking to grow the bottom line has to look carefully at their strategy to engage Latinas—they truly are your future employees, consumers and leaders.


Tammy Ramos, J.D. is a proud first-generation Latina who is the Executive Director for LatinaVIDA, a non-profit which supports an organization’s DEI goals by equipping the next generation of Latina executives to rise to the top in their careers. Tammy Ramos 707-208-5446


[1] Passel, J, U.S. Hispanic population continued its geographic spread in the 2010s, Pew Research Center, February 3, 2022
[2] Chapa, C., Latinos’ Degree Completion Has Increased but Acceleration Is Still Needed to Close Equity Gaps, Excelencia in Education, August 11, 2020
[3] Kennedy, J. The Sponsorship Divide, Coquel 2019




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Leap Solutions is a diverse group of highly skilled management professionals serving our clients with their organizational development, human resources, and executive search and recruitment needs. We have spent decades doing what we feel passionate about helping you feel passionate about what you do. With the ever-changing COVID-19 response, our HR specialists can help you get a handle on the guidelines, programs, and legislation that may impact you and your employees. Through all of our services, we are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

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By Tracy Emmerich and Tracy Long

Finding and retaining top talent is a core strategy of all businesses. Without a top-notch team of people dedicated to delivering on the promises of the organization, the most well-conceived business plan is not sustainable. Total rewards are key to ensure you are rewarding and recognizing your talented team.  At Leap Solutions, we support our clients in the development and implementation of their total rewards plan and systems. As you read the newsletter, consider how you recruit and retain your team, what is working, and what needs to be strengthened. Finally, consider what your best would look like when you have all the top talent you need delivering on your promises.


In this issue of our newsletter:

  • Recruitment and Retention
  • Total Rewards Defined
  • Total Rewards Strategy
  • The Changing Workforce
  • Pay Equity
  • Compensation Analysis


Recruitment and Retention

The signs are everywhere – HELP WANTED… Now Hiring!…Hiring Bonus!

Labor shortages caused by instability in sectors like leisure and hospitality are compelling people to seek different career opportunities. Parents (mainly women) laid off and caring for their children have either not returned to the job market or are finding alternatives that provide a better work/life balance. And there’s the trending concern about the “great resignation,” predicted to create a Turnover Tsunami (HR Magazine, Summer 2021, Society for Human Resources Management) of employees who wanted to protect their income during COVID and are now burned out, dissatisfied with their employers’ return-to-office policies, and/or are just looking for better opportunities.

Employers are struggling to find, motivate and retain top talent.  So, what is the key to recruiting and retaining employees? Assessment of your recruitment and retention issues — effective onboarding, meaningful work and relationships, and well-trained supervisors — are musts, and as is evaluating your organization’s total rewards strategy.


Total Rewards Defined

Total rewards are a combination of direct and indirect compensation.

Direct compensation includes base wages of hourly pay, salary, or piece rate; differential pay (for example shift pay); commissions; bonuses; and incentive pay.

Indirect compensation includes health and welfare benefits, medical, dental, vision, short- and long-term disability; retirement and other long-term benefits like 401(K) match, SEP IRAs contributions, HSA contributions, profit sharing, and stock options; paid leave such as vacation, PTO, sick, holidays, and bereavement; and perquisites (perks) like employee discounts, training and development opportunities, social or gym memberships, childcare assistance, pet insurance, recognition programs, flex-work, casual Friday, and more.

Total Rewards Strategy

Developing a total rewards strategy requires knowledge of employee motivations and desires. For example, twenty-nine percent of employees say that their mental/emotional health has deteriorated as a result of the pandemic (Willis Towers Watson Survey 2020 Global Benefits Attitudes Survey). This is a significant number that can even be higher for essential workers and not something that many have paid attention to in the past.
Additionally, your strategy needs to be in alignment with the company’s goals. What is your value proposition? Are you the low-cost leader or are you pioneering innovative products or services? In what phase of the life cycle is your organization? Are you a start-up that places value on basic benefits and wages, but emphasizes high incentives, or are you a mature business that values expanded benefits including perks and bonuses? Your answers help you decide to lead, match, or lag the market in pay and benefits.


The Changing Workforce

Selecting the ‘rewards’ of total rewards should be reflective of:

  • your company’s values
  • the nature of work (in office or work from home)
  • employees’ changing expectations regarding pay transparency, stability, well-being, and flexibility
  • employee demographics and the employee behaviors that you are trying to encourage

Don’t assume one size fits all. Rewards should span the employee life cycle, from accommodating single employees just entering the job market, to mid-career with families, to those nearing retirement.

Total rewards are not just for full-time employees anymore. Employers embracing part-time employees will find a larger pool of potential employees who can be more committed than their full-time counterparts.

Pay Equity

Many companies are realizing that pay equity issues are built into existing systems and require concerted efforts to eliminate inequities. California, Oregon, and Washington are among several states that have banned employers from asking job applicants about their salary history; questions which can reinforce and perpetuate pay inequality. Inequities can be identified through annual reviews of wages.

Work from home has created its own pay equity issues. Employers have primarily based pay on the location of the employee. For example, if you have lived in a lower cost of living area, you have typically been paid a lower wage based on that area, and vice versa. Employers allowing their workforce to work from anywhere must decide pay based on location (where the employee lives or where their home office is located), pay based on the type of position and level of qualification, or a combination of the two. Complicating the location issue is nomadic employees who may work in multiple locations throughout the year while companies allow employees to work remotely.


Compensation Analysis

A good rewards strategy ensures that you have relevant, up-to-date market information to make compensation decisions. To remain competitive, semi-annual or quarterly reviews should now supplement annual wage reviews. Hard-to-fill positions or Hot Jobs may require more frequent analysis. Even if your overall strategy is to match the market, you may want a separate strategy to lead the market for certain positions that require you to be more competitive.

Leap Solutions Group Can Help

Developing a total rewards strategy is a thoughtful, deep dive process that requires understanding your business, your reward philosophy, employee needs (now and in the future), and the changing environment. Recruiting and retaining talent remain a challenge for the foreseeable future. The cost is too high not to have a well-thought-out strategy that positions you as an employer of choice. Leap Solutions Group is here to help you evaluate and develop your total rewards philosophy, assess your current compensation and benefit offerings, and create solutions for a thriving workforce.

Give us a call so you can take that help wanted sign out of your window!




Leap Solutions is a diverse group of highly skilled management, organizational development, and human resources, and executive search and recruitment professionals who have spent decades doing what we feel passionate about helping you feel passionate about what you do. Our HR specialists can help you get a handle on the ever-changing COVID-19 guidelines, programs, and legislation that may impact you and your employees. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.

To print this article, click here