According to the U.S. Bureau of Labor Statistics, Latine workers accounted for almost 19% of the labor force in 2023 (1), and this percentage is projected to rise.
Cultural values such as strong familial ties, perseverance, and community focus often shape the way Latine professionals engage at work. These traits can enhance team collaboration, loyalty, and problem-solving.
However, overlooking cultural nuances or failing to foster an inclusive environment could cause leadership to miss out on their full potential (2).
In this article, we discuss how cultural awareness can lead to better employee engagement and wellness.
Latine employees often place a strong emphasis on building meaningful relationships in their workplace. This focus can stem from cultural values that highlight the importance of community and personal connections. For teams, this may translate into an ability to foster collaboration, resolve conflicts amicably, and support colleagues effectively. Such interpersonal skills can create a sense of unity, which is invaluable in diverse work settings.
Many Latine cultures emphasize the idea of collective achievement over individual gains. This perspective can encourage a team-first mindset where shared goals outweigh personal ambitions. It’s possible to see this reflected in the contributions of Latine workers who prioritize the success of their teams or organizations. For managers, promoting collaboration in a way that is aligned with this cultural inclination can enhance overall productivity.
Latine professionals often exhibit resilience and determination, shaped in part by overcoming social, economic, and personal challenges. This perseverance can be an asset in demanding professional environments. Their ability to adapt and find motivation during tough moments may provide a steady foundation for teams who are navigating rapid change or uncertainty. By the way, we’ve already discussed lack of motivation in one of our recent blog posts — be sure to check it out if you haven’t yet!
Bilingualism and biculturalism are common among Latine workers, particularly those who have grown up navigating two cultures. This dual perspective can enrich workplace decision-making by offering fresh ideas and unique insights. It can also help organizations connect with more diverse markets or customers by bridging cultural gaps in understanding.
Respect for authority and hierarchy is often a core value in many Latin American cultures. In workplace settings, this may translate into attention to detail in fulfilling responsibilities and a willingness to trust leadership decisions. However, this same cultural trait can mean employees may initially hesitate to challenge ideas or communicate disagreements. Managers aware of this tendency can work to create an atmosphere where every voice feels valued.
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Family holds a central place in Latine cultures and influences how employees balance their work and personal lives. This commitment can cultivate a sense of loyalty and responsibility, traits that may extend to loyalty within the workplace. Managers who acknowledge and respect this aspect of Latine culture may find it easier to build trust and maintain long-term employee retention.
Managing a diverse workforce requires addressing the unique experiences and perspectives that each group brings. For the Latino workforce, this means paying attention to both the cultural values that many Latine and Hispanic workers share and the individual circumstances that shape their careers.
Some practical steps for leaders to take are:
Latinos in the workplace often prioritize family and community connections. This strong sense of collectivism may influence how they approach work-life balance. Leaders who are sensitive to this value may consider offering flexible schedules or family-supportive benefits in their workforce diversity programs. This approach can help pave the way for a more diverse and inclusive work environment.
Many Latine professionals grow up in cultures where respect and politeness are paramount. These cultural norms can sometimes manifest as hesitancy to openly disagree with authority or self-advocate. To foster open communication, leaders can offer clear guidelines for constructive dialogue. Encouraging feedback in group settings or anonymous surveys may also allow more voices to be heard, which is aligned with effective workplace diversity practices.
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Bilingualism is common among Latino workers, with many bridging cultural gaps between colleagues, clients, or customers. Organizations managing a diverse workforce can utilize this skill to better connect with multicultural audiences. Offering development opportunities, such as leadership training tailored to bilingual employees, can help them thrive while enhancing the diverse workforce benefits they bring.
Despite the benefits of a diverse workforce, studies have suggested that Latinos in the workplace are often underrepresented in higher-level positions (3). This can signal unconscious biases in promotion or hiring practices. Leaders should regularly review their diversity and inclusion metrics to ensure equitable growth opportunities. Tools such as mentorship programs and sponsorship initiatives for Latine and Hispanic workers can also help close the gap.
A tendency to respect hierarchy, which is common among some Hispanic workers, may lead them to defer to leaders rather than share innovative ideas immediately. Leaders can foster a more diverse and inclusive workforce by actively creating spaces in which all team members feel empowered to contribute. For example, structured brainstorming or assigning rotating leadership roles in team projects can ensure everyone’s voice is valued.
Workforce diversity programs should reflect the needs of Latino workers. However, not all solutions will resonate universally. Building relationships with employee resource groups (ERGs) focused on Hispanic diversity can create a feedback loop. This approach allows leaders to more accurately understand what workers need from a diverse and inclusive work environment.
Finally, many Latine professionals value stability and loyalty, often staying with organizations that recognize their contributions. Managers can nurture this commitment through career development opportunities, employee recognition programs, and workforce diversity practices that promote inclusivity. This benefits Latinos in the workplace and contributes to sustained diverse workforce benefits for organizations as a whole.
Workplace policies designed with broad intentions can sometimes inadvertently create barriers for specific groups, including Latine staff.
Without intentional consideration of cultural nuances and systemic inequities, these policies may hinder the ability of Latine employees to thrive.
Below is a list of policies and practices that, while well-meaning, could unintentionally disadvantage Latine professionals.
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Effective communication with Latine teams requires an understanding of cultural nuances, in addition to a commitment to inclusivity and mutual respect.
While not every individual follows the same patterns, certain approaches may resonate more due to shared cultural values.
Here are a few strategies that could potentially foster stronger communication with Latine employees.
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Latine cultures often emphasize the importance of personal connections. Taking time to engage in small talk, ask about family, or show genuine interest in an employee’s well-being can establish trust. This approach can make interactions feel more collaborative and less transactional, which may be better aligned with their cultural preferences.
Respect is a valued trait in many Latine communities, particularly toward authority figures or those with seniority. It’s essential to use a respectful tone when communicating, particularly during feedback. Instead of direct criticism, frame constructive points in a positive or balanced way. This can help foster openness while maintaining a sense of dignity.
Language barriers can sometimes arise, even for bilingual employees. Avoid jargon, overly complex terms, or culturally specific idioms that may not translate well. Opt for clear, straightforward language and, whenever possible, provide bilingual resources or translation services to ensure all team members are fully informed.
Team collaboration holds significant importance in many Latine cultures. When discussing projects or goals, frame communication in terms of team success. Using phrases that emphasize working together or shared outcomes can resonate more strongly and are aligned with a collective mindset.
Latine employees may value hierarchical structure in the workplace, which can affect how openly they share ideas or concerns. Leaders can counterbalance this by creating safe spaces for discussion and explicitly inviting input from all team members. This strategy will reassure employees that their voices are valued, regardless of rank.
Non-verbal cues such as gestures, facial expressions, and tone of voice may hold greater weight in communication with Latine teams. It’s helpful to stay attuned to these cues and ensure your own non-verbal behavior conveys approachability and openness. Being attentive to these subtleties can enhance understanding and reduce potential miscommunication.
If Latine team members bring bilingual or multicultural skills to the table, openly acknowledge and celebrate these contributions. This will validate their value to the team and encourage confidence in sharing ideas or taking on leadership roles in diverse contexts.
Measuring inclusion progress among Latine workforce segments involves a thoughtful approach that combines quantitative metrics and qualitative insights. Below are actionable steps to guide this process.
Regularly survey Latine employees regarding their workplace experience. Include questions relating to belonging, opportunities, and respect. Ensure the language and framing of questions are inclusive and culturally relevant. Anonymous responses can provide more candid insights, which can help identify gaps in inclusion efforts.
Track the representation of Latine employees at all levels, particularly in leadership and decision-making positions. Look for trends in hiring, promotions, and retention rates compared to other groups. Low representation in key areas may indicate barriers that need to be addressed.
If your organization has groups focused on Hispanic or Latine employees, review participation and engagement levels. Strong ERG involvement often indicates that employees feel supported, while low participation may suggest the need to adjust structures or communication.
Analyze patterns in feedback provided by Latine workers during stay interviews and exit interviews. Common themes around barriers, frustrations, or positive experiences can highlight areas where inclusion efforts are succeeding or falling short.
Measure the impact of workforce diversity programs, such as mentorship opportunities or bilingual resources, specific to Latine employees. Track their utilization rates and outcomes to identify which initiatives are creating meaningful inclusion.
Regularly assess compensation data to ensure pay equity across all employee demographics. Discrepancies in pay for Latine employees can undermine inclusion efforts, even if this is unintended.
Ask team leaders to report observations about their teams, focusing on inclusivity and participation. Combine this with feedback from diversity and inclusion training sessions to understand how well inclusion strategies are being implemented on the ground.
If applicable, measure how Latine employees contribute to customer or market engagement, particularly in diverse or multicultural settings. This can provide broader insight into the value of inclusion efforts beyond internal evaluations.
By combining these methods, leaders can establish a comprehensive picture of inclusion progress for their Latine workforce. It’s essential to revisit and refine these assessments regularly, ensuring that they are aligned with the evolving needs of employees and organizational goals.
When designing workforce calendars, include nationally recognized holidays and culturally significant ones for diverse groups. For Latine employees, consider holidays such as Día de los Muertos (Day of the Dead) or Hispanic Heritage Month events. Providing floating holidays is also a great option, as this allows employees to celebrate what matters most to them without assuming their preferences.
Foster inclusion by providing bilingual resources, such as translated documents, interpreter access during meetings, or multilingual training programs. Use simple and clear language in communications, and ensure all team members have equal access to information. Encourage a culture of patience and mutual support, rather than singling out employees who may need language assistance.
Latine cultures often value collectivism, which encourages collaboration and prioritizing team success over individual gains. Respect and hierarchy may also influence dynamics, as employees might defer to leaders or senior colleagues. Understanding these tendencies can help managers create environments that balance respect for hierarchy with opportunities for broad participation.
Recognition should be tailored and meaningful. Celebrate their contributions openly while avoiding tokenism. Acknowledging work achievements and cultural milestones, such as Hispanic Heritage Month, can demonstrate genuine appreciation. In addition, one-on-one gratitude and specific praise are often valued and can have a lasting impact.
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Managing a diverse workforce means recognizing the unique strengths, cultural values, and challenges different employee groups bring to the workplace. When it comes to Latine professionals, fostering inclusivity requires thoughtful communication, flexible policies, and targeted strategies to support their development. From addressing cultural norms and bilingual skills to creating equitable opportunities, prioritizing inclusivity will benefit Latine workers and the organization as a whole. Ultimately, a diverse and inclusive workplace is one in which all employees are empowered to contribute to collective success.
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