The Business Edition: 2018

January / February 2018 Vol. 19 No. 1 Display until 03/10/2018

www.latinoleaders.com

L AT INO LE A DE R S

Contents January / February 2018

14- New York Life- Lizzie Dipp is one of New York Life’s most important agents.

Entrepreneur and leader, she has helped many prepare for the future financially.

18- BUSINESS- To kickoff 2018, the business feature has a compilation of articles featuring various entrepreneurs.

Also included, is the list of the Best Employers for Latinos. We have consolidated a larger list to present the 50 corporates whom have Latinos’ best interest at hand.

38- Dr. Havidan Rodriguez- Dr. Rodriguez is the first Hispanic president at a State University of New York. As a history-maker and a Latino, he has driven the University of Albany-SUNY to the top, making it one of the Top 10 National Institutions for Latino Student Success.

40- Paco Fernandez- Having endured neglect and humiliation from family and teachers, Paco Fernandez has created a business and name for himself. As the owner of Paco Custom Clothiers, he has served his community and clients around the country, providing top services and the latest fashion.

42- Robert Renteria- One of the 2017 Maestros, leader, with a heart of service, Robert Renteria has been actively dedicated to serving the youth across the nation. He has developed a curriculum adopted by schools, churches, and other social service centers. His books have been influential to all. With many projects in the future and a will to grow, Robert Renteria has set his eyes on something more than fame, igniting a nation.

44- Gerónimo Gutiérrez- One of the most important Mexican politicians in the U.S., Geronimo Gutierrez, Ambassador of Mexico to the U.S., talks life in politics and the importance of having a positive bilateral relationship between Mexico and the United States. With a current tense political climate, he intends to work with both countries to ensure the well-being of Mexicans living in the exterior.

2 • January / February 2018

46-Sarahi Salamanca- This DREAMer has paved the way for many. Sarahi Salamanca, creator of the DREAMers Roadmap, knows first-hand what it feels to have limited resources. But, she also knows what it feels like to get ahead, regardless of the lack of access to these resources. In 2016, she was recognized as one of Forbes 30 Under 30, and most recently, she was awarded the Ohtli Award by the Mexican government.

IN EVERY EDITION: 4- Publisher’s Letter 6- Editor’s Letter 48- Cellar

JORGE & RAUL FERRAEZ / PRESIDENTS OF FERRAEZ USA

FROM THE DESK OF THE PUBLISHER

L

Latino Leaders Magazine has worked with the USHCC since our very inception in 1999. We have interviewed and worked with whoever has been at the front throughout the years. We have gone to events where Presidents, Governors, top corporate captains and leaders have addressed its massive audiences. Our philosophy has always been to support the Latino business owners of our community.

We need to recognize that when the USHCC came under the leadership of Javier Palomarez, as CEO, and Nina Vaca, as Chair of the Board, the organization gained momentum and started growing tremendously in influence and relevance.

It has become one of the most influential organizations in the Latino community of the United States. Over the years, we perceived the leadership of Javier Palomarez as clear, dynamic and strong. Sometimes even controversial, but most corporations and politicians were eager to work with him and the USHCC. Without judging all the controversy that rumors and news have generated over the past few months, which by the way is not our job, we want to recognize the leadership of Javier Palomarez in his tenure as USHCC President. For many years he opened doors, introduced us to many influential leaders and welcomed us at all their events. For that, we will always be thankful. We sincerely wish him a successful continuation of his career and the best of luck in the restoration of his image and reputation.

Nonetheless, we want to continue to support the United States Hispanic Chamber of Commerce. To this day, it remains as the most influential Hispanic organization in our country and has made undeniable progress for our Latino business community. We need this organization to remain strong and influential.

Latino businesses need to sustain a growth pattern and expand Latino representation.

The community is in need of leaders that can keep advocating for our Community in all extent. Every single effort is crucial. We’re confident that the USHCC will renew its leaders and continue to be a great organization.

In this edition, we’re happy to launch a collaboration by our good friend Raymond Arroyo. He will be interviewing leaders using his own personal style and experience. We’re certain you will enjoy these energized and introspective talks.

Another great edition we’re proud to bring to you!

Jorge & Raul Ferraez

Publisher Jorge Ferraez

President and CEO Raul Ferraez

Director of Journalism Mariana Gutierrez Briones mariana@latinoleaders.com Administrative Director Lawrence Teodoro Editor Sarai Vega svega@latinoleaders.com Business Development Manager Cristina Gonzalez cristina@latinoleaders.com Washington, D.C. Sales Associate and Representative Deyanira Ferraez dferraez@latinoleaders.com Karla Espinoza kespinoza@latinoleaders.com Art Director Fernando Izquierdo ferdiseno@latinoleaders.com Editorial Art & Design Rodrigo Valderrama Carlos Cuevas Luis Enrique González Moisés Cervantes Oswaldo Bernal Guerrero Human Resources Manager Susana Sanchez Administration and Bookkeeping Claudia García Bejarano Executive Assistant to the Publishers Liliana Morales Manager, Digital Media & Design Kenzie Tysl kenzie@latinoleaders.com For advertising inquiries, please call 214-206-9587

Latino Leaders: The National Magazine of the Successful American Latino (ISSN 1529-3998) is published seven times annually by Ferraez Publications of America Corp., 11300 N. Central Expressway, Suite 300, Dallas, TX, 75243, January / February 2018. Subscription rates: In U.S. and possessions, one year $15.00.

Checks payable to Ferraez Publications of America, 15443 Knoll Trail, Suite 210, 75248 Dallas, TX, USA. POSTMASTER: Send address changes to Latino Leaders, 15443 Knoll Trail, Suite 210, 75248 Dallas, TX, USA.© 2001 by Ferraez Publications of America Corporation. All rights reserved. No part of this periodical may be reproduced without the consent of Latino Leaders: The National Magazine of the Successful American Latino. The periodical’s name and logo, and the various titles and headings therein, are trademarks of Ferraez Publications of America Corp.

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4 • January / February 2018

Latino Leaders The National Magazine of the Successful American Latino 11300 N. Central Expressway, Suite 300, Dallas, TX, 75243 Phone: 214-206-9587 / Fax: (214) 206-4970

LETTER FROM THE EDITOR

I

It feels like it has been forever since our last edition. But, taking flight can be a slow process at times. Our first edition of the year is our Business Edition. We have gathered articles and stories of some Latino entrepreneurs, leaders, and business owners who have reached a level of success worthy of recognition. We also have included the list of this year’s Best Employers for Latinos. These companies have placed value on Latinos and other minorities. With an eye on growth and innovation, they have created tools, resources, and initiatives with Latinos in mind.

2018 will definitely be a great year. To kick it off, check out our newly designed website.

We opted for a fresher and cleaner appearance. Our magazine will also be getting a face lift. Starting in our March-April edition, you will notice a different cover, layout, and style of delivery. Be on the look out!.

Happy Reads!

Sarai Vega Editor

O

LETTER FROM THE DIRECTOR

Our first issue of 2018 pays tribute to the most valuable asset any small business or corporation can rely on: employees. Human capital is still the most valuable asset of all, even in the tech era where it’s value is frequently undermined. In the end, people make things happen.

That is why we wanted to launch 2018 celebrating the Best Employers for Latinos 2018. This index, which was developed with input of some of the most respected organizations for Latino advancement took into consideration metrics such as recruitment initiatives, employee resource groups, professional advancement opportunities and leadership development programs. We are honored to recognize these leaders in diversity and will be looking forward to showcasing the stories of their Latino talent in issues to come.

A special shout out is due to UPS, who in addition to making our Top 50 list, was also the winner of the 2017 USHCC Annual ERG Summit and Corporate Challenge. As guest judges of this program, we are now honored to recognize their fantastic strides in diversity once more.

We are also looking forward to sharing the stories of the FDIC’s top Hispanic leaders. A little known entity, the Federal Deposit Insurance Corporation plays a big role in preserving public confidence in the U.S. financial system by insuring deposits in banks and thrift institutions, identifying risks and limiting the effect on the economy and the financial system when a bank or thrift institution fails. Did you know that since the launch of the FDIC in 1934 no depositor has lost a single cent of insured funds as a result of a failure? You may want to find out more about this institution as we interview one of their top Latinos for our upcoming March issue. Hispanic talent is literally everywhere and we are excited about the stories we have in store for 2018!.

Mariana Gutierrez Director of Journalism

6 • January / February 2018

THE HISPANIC ADVISORY COUNCIL OF CANCER TREATMENT CENTERS OF AMERICA WORKS TO CHANGE LATINO HEALTH HABITS Story by: Alex

Gutierrez

IN OCTOBER, THE HISPANIC ADVISORY COUNCIL OF CANCER TREATMENT CENTERS OF AMERICA® (CTCA) UNVEILED A PUBLIC EDUCATION CAMPAIGN —¡NO ESPERES! — TO CHANGE LATINO BEHAVIORS AROUND PREVENTATIVE HEALTHCARE. THE ¡NO ESPERES! campaign originated with the CTCA® Hispanic Advisory Council (HAC) as a response to the harsh realities of cancer in the Hispanic community. According to the American Cancer Society, 1 in 3 Hispanic men and 1 in 3 Hispanic women will be diagnosed with cancer in their lifetimes. Cancer is also recognized as the leading cause of death among Hispanics.

Accomplished medical professional and chairperson of the HAC, Dr. Elena Rios, is leading the ¡No Esperes! movement. Rios has been at the forefront of Latino health policy and advocacy since the first Clinton Administration, in which she served as an advisor on women’s and minority health.

Currently president and CEO of the National Hispanic Medical Association (NHMA), an organization dedicated to empowering Hispanic physicians to lead efforts that improve the health of Hispanic and other underserved populations, Rios draws upon decades of experience to help guide the ¡No Esperes! campaign. With it, she hopes to address what she considers a silent crisis: overly passive Latino attitudes and practices toward cancer screening, preventative healthcare and disease in general.

“We want this campaign to gain traction and start a national movement that changes the way our community thinks about prevention and early detection,” says Rios.

8 • January / February 2018

Dr. Elena Rios, leader of the ¡No Esperes! movement

“Especially among the older generation, there is a tendency to think fatalistically about cancer— that it is in God’s hands, or that it is a death sentence. We need family and community models to help Latinos approach the subject more constructively and take responsibility for their health.”

Rios believes that the campaign must address certain cultural barriers that keep many Latinos from getting regular screenings. The reward of detecting cancer early through these screenings can be life-saving, opening up a wider range of treatment options and increasing the chance of improving outcomes.

“WE WANT LATINOS TO STOP BEING NEGATIVE AND FATALISTIC,” SHE SAYS. “WE WANT PEOPLE IN OUR COMMUNITY TO THINK PROACTIVELY AND TAKE CHARGE OF THEIR HEALTH. THAT’S WHAT PREVENTION IS ALL ABOUT.” “In our community, there’s a stigma around cancer; people don’t want to talk about it,” she says. “There is also a reticence, among older males especially, to go to the doctor. Sometimes this comes from a sense of machismo that needs to be addressed with education.”

Changing deep-rooted practices and improving health outcomes in the Latino community, she says, will require a multi-faceted approach

on a range of issues. “The ¡No Esperes! public service campaign is a major step in the right direction,” says Rios. She hopes that Hispanic business and media outlets will get behind the campaign to raise awareness among Latinos not just about early detection and checkups, but also about lifestyle, diet and high-risk behaviors.

The ¡No Esperes! Campaign

The ¡No Esperes! movement is already garnering support from businesses and media across the country, but Rios hopes it will see even more attention in the months ahead. Featuring television, digital, print and social media renditions, the campaign delivers an early cancer detection message of “No Esperes,” or “Don’t Wait.” Organizations that join the movement are sent customized ads recognizing their support with partnership placement of their logos.

Those interested in supporting and joining this important movement are encouraged to visit NoEsperes.org to learn more.

Rios is confident that future Latino doctors will enter a medical culture that will be changed for the better by the ¡No Esperes! campaign, promoted— she hopes—by the more than 4 million Hispanicowned businesses across the country.

“This is a very well thought-out campaign to change attitudes of Latinos about health and to promote thinking proactively about cancer, through better, healthier lifestyles. Now it’s time to get the word out,” says Dr. Rios.

Story by: Lorenzo Almanza

Design by: Carlos Cuevas

NFL HISPANIC LEADERS ALLIANCE The National Football League (NFL) continues

taking major steps towards their engagement with the Hispanic Community. While the number of Hispanic viewers who watch football has increased, so have the efforts of engagement.

Presently, the NFL has built conjoined relationships with Hispanics all over by hosting games in their native countries and expanding TV coverage to fit Spanish language speakers.

The league continues to build its reputation with the Hispanic community by connecting with Hispanic leaders, programs and networks worldwide.

One of the organizations already set in place is the Hispanic Heritage Leadership Awards. Over the past seven years, the NFL along with the Hispanic Heritage Fund (HHF) has held the award ceremony in light of recognizing the hard work of Hispanic pioneers within the community who have gone above and beyond for their football city.

Selected winners of the Leadership award are recognized at their local NFL game or an event correlated with the city and team. The victors handpick an organization that best suits the Hispanic market and donate $2,000 dollars towards the selected group.

Thus far, 200 Hispanic leaders have been acknowledged for their contributions to their neighborhoods and the innovators of the community have donated over $400,000 to non-profit organizations.

Past winners have included Jorge Castillo, the President of the Hispanic Chamber of Commerce in Maryland and Andres Chaparro, the president and general manager of Telemundo 25, the network station in Denver.

Other medalists have included local heroes such as Awilda Diaz-Cruz, a breast cancer survivor and advocate for the deadly disease.

One area where the Hispanic Heritage Leadership Awards made its imprint is during the NFL’s Hispanic Heritage month. During the month, the NFL celebrates the mark the Hispanic Community has left on their sport: Narratives are told from former and current Hispanic players, as well as local teams collaborate within their community to assist with any outreach that is needed.

12 • January / February 2018

Last year, the NFL used the theme “Feel the Orgullo” to help promote the value of Hispanic heritage. The week leading up to their NFL game in Mexico, New England Patriot players Julian Edelman and Danny Amendola used their time by taking in activities such as visiting local restaurants and attending a Mexican wrestling match.

While the NFL has taken pride in their Hispanic Heritage Leadership Awards, they have decided to take things a step further in their Hispanic networking endeavors by forming the NFL Hispanic Leaders Alliance.

“The launch of the Hispanic Leaders Alliance signifies a continued commitment by the NFL, the Hispanic Heritage Foundation, and Nationwide to connect with and serve Latino communities across the country,” said Dawn Hudson, NFL Chief Marketing Officer.

The goal of The Leadership Alliance is to help form a strong bond between the NFL and Hispanic community by using webinars, events and dialogues to connect the two franchises.

Formation of the NFL Hispanic Leaders Alliance would not be possible if it were not for the support and assistance of powerful institutions such as the Hispanic Heritage Foundation (HHF) and Nationwide Insurance.

Both networks have been behind the powerhouse relationship between the NFL and Latino community.

“We are proud to partner with the NFL and Nationwide to create the NFL Hispanic Leaders Alliance,” said Antonio Tijerino, President & CEO of the Hispanic Heritage Foundation.

HHF’s mission is to help link and motivate Latinos in school, work and within their own district. The Latino organization takes pride in the hard work that is being done around the area and advocates for the betterment of the people.

A top Fortune 100 company, Nationwide already maintains partnerships with other Hispanic organizations such as the United States Hispanic Chamber of Commerce (USHCC) and the Association of Latino Professionals for America (ALPFA).

The insurance company first joined the NFL and HHF efforts in 2017 in hopes of finding a group that shares the same incentives and goals of: “partnering with organizations that share our values of improving the lives of others and giving back to their communities.”

“Nationwide is honored to partner with the NFL and Hispanic Heritage Foundation to support this newly-formed Hispanic Leaders Alliance,” said Mike Boyd, Senior VicePresident of Marketing at Nationwide.

With the support of amazing organizations, the NFL Hispanic Leaders goal is to connect with the Hispanic community.

“It’s important we not only celebrate these leaders, but we connect them to each other so they can continue their development, share ideas, and be a part of a network that will make an even greater impact on our community across the country,” said Tijerino.

The vision of the NFL Hispanic Leaders Alliance goes hand in hand with the goals and aspirations set forth by HHF and Nationwide.

“We are excited to connect with this network of leaders year after year and continue to impact the local communities,” Hudson said.

INSURING INSURINGTHE THE

LATINO LATINOLEGACY LEGACY STORY BY: STORY KRISTIAN BY: KRISTIAN JAIME JAIME

PHOTO: COURTESY PHOTO: COURTESY OF NEW YORK OF NEW LIFEYORK LIFE

LIZZIE LIZZIE DIPPDIPP METZGER METZGER FINANCIAL FINANCIAL ADVISOR ADVISOR EAGLE EAGLE STRATEGIES STRATEGIES LLC LLC

FF

Degree Degree in Financial in Financial Services Services from American from American or theor estimated the estimated 56.6 million 56.6 million Latinos LatinosCollege College was. was. in the in United the United States,States, attaining attaining the the Once Once back in back El Paso, in El Paso, starting starting the the American American dreamdream extends extends beyond beyond conversation conversation aboutabout financial financial literacy literacy was not was not familyfamily roots. roots.

It means It means planning planning for for alwaysalways easy. Confronting easy. Confronting the fear theand fearsomeand somethe financial the financial futurefuture of theof largest the largest times times embarrassment embarrassment on behalf on behalf of clients of clients when when minority minority block block in the in country. the country. discussing discussing their personal their personal finances finances beganbegan with with Financial Financial planning, planning, including including the in-the ingetting getting honesthonest aboutabout debt. debt. surance surance market, market, is evolving is evolving to a much to a much more more In a culture In a culture often often reluctant reluctant to talktoabout talk about culturally culturally inclusive inclusive sales approach. sales approach.

As Hispanic As Hispanic money, money, Metzger Metzger started started with asking with asking a simple a simple buyingbuying powerpower totaled totaled $1.7 trillion $1.7 trillion in 2017, in 2017, firms firmsquestion. question.

What What do you dowant you to want achieve to achieve with with not investing not investing in cultural in cultural competency competency are turning are turningyour income? your income? their back their on back lucrative on lucrative profit profit margins. margins.

“Financial “Financial illiteracy illiteracy is not is only notaonly serious a serious Lizzie Lizzie Dipp Metzger, Dipp Metzger, a financial a financial advisor advisor issue with issueLatinos, with Latinos, it is anitepidemic is an epidemic among among all all for Eagle for Eagle Strategies Strategies LLC, an LLC, insurance an insurance agentagent communities,” communities,” Metzger Metzger explained. explained.

“Parents “Parents for New forYork NewLife YorkInsurance Life Insurance Company Company and a and a need to need start totalking start talking with their withkids, theirwho kids,are who the are the registered registered representative representative of NYLIFE of NYLIFE Securities Securities futurefuture leaders leaders of ourof communities, our communities, aboutabout bills, bills, LLC, isLLC, at the is at forefront the forefront of thisofemerging this emerging marketmarketdebt, debt, income, income, and how andtohow save tofor save thefor probthe probsector.sector. lems will lems continue.” will continue.”

Broaching Broaching the subject the subject of responsible of responsible As a married As a married mother mother of three, of three, that lesthat lesand adequate and adequate financial financial planning planning with the with Histhe His- son is son all too is all poignant. too poignant.

It is also It isaalso vitalachance vital chance panic panic community community to practice to practice is equal is equal parts parts what she what she sales pitch sales and pitch and preaches. preaches.

Do- Dofamilyfamily meeting. meeting. ing soing potenso potenEl Paso, El Paso, her her tially reverses tially reverses home home base, base, of- ofa negative a negative fers nofers shortage no shortage financial financial trend trend of practice of practice with with in the in Latino the Latino either.either.

It alsoIt also community. community. does not does hurt not hurt Ac- Acthat the that Sun theCity Sun City cording cording to to is alsoisher also homeher homeLIMRA, LIMRA, a a town. town. worldwide worldwide research research company company for thefor lifethe insurlife insur“I work “I with workbusiness with business owners, owners, physi-physi- ance industry, ance industry, 85 percent 85 percent of people of people agree agree that that cians, cians, and executives and executives to help tothem help crystallize them crystallize life insurance life insurance is important. is important.

Yet only Yet44 only percent 44 percent their personal their personal and business and business goals goals and create and create of households of households have it—an have it—an all-time all-time low. Even low. Even a long-term a long-term plan to plan achieve to achieve those those goals,” goals,” more more troubling, troubling, 70 percent 70 percent of households of households with with Metzger Metzger said. said. children children underunder the age theofage 18 would of 18 would have trouhave trou“I meet “I a meet lot of a lot clients of clients who are who uncomfortable are uncomfortable ble meeting ble meeting everyday everyday expenses expenses if one ifofone theof the speaking speaking aboutabout their finances. their finances.

It seems It seems that that breadwinners breadwinners passespasses away. away. more more and more and more people people don’t don’t discuss discuss their their TheseThese statistics statistics bear out bear something out something far far finances finances at home, at home, making making it evenit more even more uncomuncom-more more pervasive pervasive than lack thanoflack financial of financial acumen. acumen. fortable fortable of a subject.” of a subject.”

They highlight They highlight potentially potentially devastating devastating circumcircumA fascination A fascination with solving with solving problems problems stances stances in lieuinoflieu notof taking not taking life insurance life insurance polic- policthat started that started with basic with jigsaw basic jigsaw puzzles puzzles as a kid as a kid es to heart. es to heart. soon grew soon too grew complex too complex math problems math problems in in “As in“As other in other cultures, cultures, Latinos Latinos may dismay disschool. school.

Real world Real world applications applications came came by way byofway oftrust the trust value the value of life of insurance life insurance and feel andrelucfeel reluclearning learning personal personal finance, finance, taxes taxes and real andestate real estatetant totant purchase to purchase it,” Metzger it,” Metzger continued. continued.

“As a “As a behind behind her family’s her family’s businesses. businesses.

If her childhood If her childhoodLatinaLatina agent,agent, I can speak I can speak to them to about them about their their was not was the not perfect the perfect primerprimer for a life for in a life comin com- concerns concerns and educate and educate them about them about how life how life merce,merce, her Bachelor’s her Bachelor’s Degree Degree in International in International insurance insurance can protect can protect their assets their assets and mitigate and mitigate Relations Relations from Pomona from Pomona College College and Master’s and Master’s their financial their financial fears.”fears.”

“A “A GOOD GOOD ADVISOR ADVISOR WILL WILL WORK WORK WITH WITH YOU YOU TO TO COME COME UP UP WITH WITH A PLAN A PLAN AND AND WILL WILL BE BE WITH WITH YOU YOU FOR FOR YEARS YEARS TO TO GUIDE GUIDE YOU YOU THROUGH THROUGH THETHE TWISTS TWISTS AND AND TURNS TURNS OF OF LIFE,” LIFE,”

New York Life Insurance Company is among those already banking on cultural competency as a wave of the financial future— especially in heavily Hispanic markets like El Paso.

The reality of tight-knit Hispanic families may seem cliché, but it is also the truth.

So any authentic discussion about a solid financial future incorporates not just parents, but children and other relatives. According to Metzger, understanding that is the basis of adequate life insurance coverage.

Another component of the Hispanic culture is the uptick of entrepreneurship across the nation. According to Stanford University, the five-year average growth rate in the number of Latino firms has remained at double or triple that of the national average for the past fifteen years. For Metzger and New York Life Insurance Company, that opens the door for plans of succession and estate challenges.

“We build relationships with clients knowing that their goals and plans change over time, and that it’s our job to be there as time passes and life events arise,” Metzger explained. “We have been doing so for over 175 years. New York Life is in the business of being there for people for the long-term, and this is reflected in how agents like me approach our work.”

As with any industry, word of mouth is a powerful marketing tool. When looking for a financial advisor, Metzger suggests asking your friends and family for recommendations. But one size does not fit all in terms of goals and timelines. Among the questions one should ask includes: How do your services work? How are you compensated? Do you charge planning fees? What is the process that you use for planning? How do you review my performance?

Working with a financial adviser is not a temporary partnership.

As Metzger posits, an advisor that has your financial interest at heart knows that augmenting benchmarks and adjusting coverage for a life insurance policy is all part of the relationship. Under the best circumstances, an affective financial advisor will routinely examine the overall strategy and coverage needs.

“A good advisor will work with you to come up with a plan and will be with you for years to guide you through the twists and turns of life,”

said Metzger. “A good advisor builds trust over time by continually reviewing the plan as life changes. They’ll listen your questions and concerns and show accountability and customer service.”

For many, the intricacies of an investment portfolio can be daunting. Through the eyes of a financial professional, risk management boils down to the optimal mix of short-term and long-term investments and insurance. While it may be easy to get mired in dollars and cents, the real motivation behind such meticulous planning is still family.

The principles of legacy and security supersede any single culture or ethnicity. Likewise, the benefits of prudent planning are not singular to any individual client. For Metzger and New York Life Insurance Company, that is why the mission has never been clearer to reach out to those feeling ill-equipped to discuss their financial future.

“I can’t tell you how much it means to me to know a client is able to enjoy their life and their time with loved ones without worrying about running out of money or becoming a financial burden,” concluded Metzger. •

More information on the full range of financial portfolio options by the New York Life Insurance Company is available at www.newyorklife.com

Researched and written by:

Alan Goforth

2

INDUSTRY

ACCENTURE

PROFESSIONAL SERVICES

1

COMPANY

AFLAC

INSURANCE

THE U.S. ECONOMY is picking up steam, and businesses are actively recruiting, hiring and promoting qualified employees. More and more leading companies place a premium on diversity and inclusion as they expand their workforces.

What are the best opportunities for Latinos in this expanding market? Latino Leaders researched the top employers for Latinos, using such criteria as number of Latino employees; programs to recruit, promote and retain Latinos; outreach programs (both internal and external); and Latino representation in the boardroom, management and supply chain.

Here, in alphabetical order, are this year’s top employers.

18 • January / February 2018

% OF HISPANIC EMPLOYEES

7%

ACCENTURE aggressively recruits Latino employees as part of its strategy to develop a diverse workforce. It launched a new program to reward employees who recruit minority job candidates. The company also facilitates open conversation about diversity, both inside and outside the organization. More than one-half of its staff is ethnically diverse.

34%

THE COMPANY recently ran a television campaign that promoted the benefits to Hispanics of working as an independent agent. Nearly one-half (46 percent) of the company’s workforce is composed of ethnic minorities. This commitment comes from the top down, because 23 percent of its officers are minorities.

COMPANY

INDUSTRY

AMERICAN AIRLINES

TRANSPORTATION

ARTHREX

MANUFACTURING

AT&T

TELECOMMUNICATIONS

BANK OF AMERICA

FINANCIAL SERVICES

% OF HISPANIC EMPLOYEES

N/A

THE COMPANY’S Diversity Advisory Board promotes companywide educational, community service and personal enrichment opportunities. The Hispanic Latino Employee Resource Group, founded in 1997, is an example of American’s commitment to the U.S. Hispanic market. Its mission is to promote an environment that facilitates the hiring, professional development and promotional opportunities of Hispanic employees, while enhancing American’s global competitiveness and its image.

3

42%

THE DIRECTOR of recruiting is responsible for the success of formal recruiting and retention diversity goals. Written policy prohibits discrimination based on gender, disability, race/ethnicity, religious beliefs, gender and sexual orientation. Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development speakers of English as a second language.

4

13%

AT&T’S Latino Employee Resource Group (HACEMOS) comprises more than 7,200 employees in 37 chapters nationwide. The group has awarded more than $2.5 million in scholarships since 1999. The company consistently earns high ratings for outreach and retention of Latino employees from the Hispanic Association on Corporate Responsibility. It spends more than $1 billion annual with minority suppliers.

5

N/A

THE U.S. Hispanic Chamber of Commerce has recognized Bank of America for its concerted efforts to recruit and promote Latinos. The company sponsors a HispanicLatino Leadership Summit, and newspaper publisher Monica XLozano is on its board.

Bank of America has operated a supplier diversity and development program for more than 25 years. The bank serves more than eight million Hispanic customers.

6

latinoleaders.com

COMPANY

INDUSTRY

BAPTIST HEALTH SOUTH FLORIDA

HEALTH CARE

8

CADENCE

TECHNOLOGY

9

CAMDEN PROPERTY TRUST

REAL ESTATE

10

CAPITAL ONE

FINANCIAL SERVICES

7

20 • January / February 2018

% OF HISPANIC EMPLOYEES

54%

LATINOS COMPRISE more than one-half of the workforce of this leading healthcare and hospital system. The company promotes professional and personal growth through $10,000 annual tuition reimbursements, leadership courses from Baptist Health University and career counseling sessions.

3%

THE OVERALL workforce at Cadence is 47 percent minority, with 49 percent minorities in executive positions and 50 percent in manager positions. Ten events each year are held to connect employees with peers from different racial and ethnic backgrounds. One innovative program is a buddy system, where new employees are paired with an established coworker to show them around the office and answer questions.

34%

THE COMPANY’S written policy prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation. Three percent of top executives, 16 percent of mid-level managers and 24 percent of frontline managers are minorities. All employees receive $4,500 annually for career development and a 20 percent discount on rent.

49%

EMILIA LOPEZ, managing vice president of the U.S. Cards Division, has introduced a number of outreach programs, such as making Spanish language service available to cardholders. Capital One invests around 10 percent of its annual procurement budget with minority suppliers. A chief diversity and inclusion office is responsible for the success of formal recruiting and retention diversity goals.

minority

CIGNA

INSURANCE

THE CHEESECAKE FACTORY

CISCO

TECHNOLOGY

CARNIVAL

HOSPITALITY, TRAVEL AND TOURISM

INDUSTRY

RESTAURANT

COMPANY

% OF HISPANIC EMPLOYEES

N/A

CORPORATION & PLC, the world’s largest leisure travel company, truly embraces diversity and inclusion. The company’s commitment is reflected in their diverse workforce of 120,000 employees from more than 60 countries, in their 10 brands, over 700 ports of call, and more than 11 million guests annually.

The company’s president & CEO, Arnold Donald was recently named one of the Most Powerful Executives in Corporate America by Black Enterprise. Donald was also ranked first out of 100 global business executives in the Empower 100 Ethnic Minority Leaders list of 2017. Latinos have been key in the growth of Carnival and its brands. The company has launched multicultural and diversity campaigns, two television shows, and created partnerships with several Latino led and serving organizations at the local and national levels.

11

38%

FORMAL PROGRAMS such as resource groups, mentorship, networking and other affinity groups support professional development for minority employees. The Cheesecake Factory was named one of the best places for Latinos because of perks and health benefits, opportunities for advancement, investment into wellness of employees, compensation programs, and appreciation programs.

12

N/A

CIGNA EARNED a score of 90 on the Corporate Inclusion Index compiled by the Hispanic Association on Corporate Responsibility. It has a longstanding commitment to minority suppliers, with a diversity program that was started in the 1970s.

Employee-led Colleague Resource Groups and Business Leadership Councils enable employees to meet regularly to discuss concerns of specific demographics. The Hispanic Colleague Resource Group Whitepaper was developed to help doctors and their staffs better understand the cultural and health needs of Hispanic customers.

13

5.3%

GUILLERMO DIAZ JR., senior vice president and chief information officer, received the 2015 Hispanic IT Executive Council’s “Estrella of the Year” award. Cisco Systems is committed not only to diversity but also to promoting X interaction among groups. More than 25,000 employees participate in employee resource organizations, and virtual groups help connect remote workers. More than 125 annual events connect employees with members of other racial and ethnic groups.

14

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COMPANY

INDUSTRY

COCA-COLA

BEVERAGES

COLGATEPALMOLIVE

CONSUMER GOODS

17

COMCAST

TELECOMMUNICATIONS

18

CREDIT ACCEPTANCE

FINANCIAL SERVICES

15

16

22 • January / February 2018

% OF HISPANIC EMPLOYEES

19%

THE HISPANIC ASSOCIATION on Corporate Responsibility gave Coca-Coca a score of 90 percent in its corporate inclusion index. Latinos comprise 8 percent of the corporate headquarters workforce and 21 percent of the refreshments staff.

Top Latino leaders include former CEOs Roberto Goizueta and Jose Octavio Reyes Lagunes, and Maria Elena Logomasino is on the board.

N/A

IN CELEBRATION of Hispanic Heritage Month, Colgate-Palmolive in partnership with the Hispanic Heritage Foundation will provide $100,000 in grants to 31 Latino high school Seniors across the United States for the 2018-19 school year, “Global business success requires Colgate people to be diverse in all the respects of the populations we serve worldwide,” according to the company. Latinos, AfricanAmericans and Asians comprise more than 22 percent of managers.

N/A

LATINOS ACCOUNT for nearly 34 percent of employees promoted into management at Comcast. Its Hispanic Association on Corporate Responsibility rating continues to climb and now is up to 85. The company spends more than $1 billion annual with minority suppliers. Myrna Soto is senior vice president and global chief information security officer. The group Unidos is dedicated to attracting, developing, retaining and promoting Hispanic talent within Comcast.

7%

WRITTEN POLICY prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation. Seven events a year connect employees with peers from different racial/ethnic identities. Fifty-one percent of frontline mangers are minorities.

TECHNOLOGY

FANNIE MAE

FEDEX

FORD

AUTOMOTIVE

DELL

FINANCIAL SERVICES

INDUSTRY

TRANSPORTATION

COMPANY

% OF HISPANIC EMPLOYEES

N/A

DELL HAS recruitment strategies to attract and retain specific diverse talent, including Hispanic employees, by working directly with schools and universities, collaborating with diverse professional organizations and using its Employee Resource Groups to help find new talent. Latino Connection, Dell’s ERG supporting Hispanic and Latino communities, has more than 1,500 members across eight chapters in North America. A few of the key initiatives and accomplishment of Latino Connection include Hispanic Heritage Month celebrations across Dell sites.

19

N/A

“DIVERSITY AND INCLUSION are fundamental parts of who we are and how we work,” CEO Tim Mayopoulos said. “We are committed to promoting diversity and ensuring inclusion in our supplier base, as evidenced by the millions of dollars we directly award to diverse suppliers annually. We engage in efforts to reach out to diverse applicants, ensuring a robust pool for interviewing and hiring for all open positions, including officer positions. And we are dedicated to broadening opportunities for our workforce through partnerships for mentoring and recruitment with organizations such as the Hispanic IT Executive Council, Association of Latino Professionals in Finance & Accounting and Latina Style.”

20

14%

MINORITIES ACCOUNT for one-half of the workforce, including 14 percent of executives. The company’s Corporate Diversity Council works throughout the company to inspire employees, share best practices and support multicultural programs. Fed Ex raises awareness and understanding though extensive diversity training of thousands of employees each year.

21

N/A

FORD’S HISPANIC Network Group (FHNG), founded in 2001, promotes cultural awareness, community service and diversity within the labor force. Through service and support, FHNG strives to be a positive force in the Hispanic community as well as employ, develop and retain Hispanics in the workforce.X Signature programs include the Clark Park Clean-Up, LaSed Senior Citizen Christmas Dinner, Hispanic Heritage Event, Cinco de Mayo celebration, Lunch and Learn events, mentoring and shadowing opportunities.

22

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26

HOSPITALITY

FREDDIE MAC

FINANCIAL SERVICES

25

FOUR SEASONS HOTELS AND RESORTS

GENENTECH

BIOTECHNOLOGY

24

INDUSTRY

GENERAL MOTORS 24 • January / February 2018

AUTOMOTIVE

23

COMPANY

% OF HISPANIC EMPLOYEES

30%

MINORITIES comprise 67 percent of the total workforce, including 27 percent of frontline managers. Written policy prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for speakers of English as a second language.

N/A

RUBEN SANCHEZ is vice president of operations for human resources and diversity and inclusion division for Freddie Mac. Freddie Mac has a broadly diverse employee base with people of color making up more than 50 percent of the company’s workforce. The Hispanic Organization for Leadership and Achievement sponsored a financial literacy program to educate Hispanic homebuyers and prepare them for successful homeownership.

8%

THE COMPANY’S Latino Professionals (VIDA) group is committed to sharing Latino culture, promoting professional success and recruiting diverse talent to Genentech.

It also aims to educate people in local underserved communities about the science of biotechnology and promote health education and awareness. Group members are active in South San Francisco and Vacaville, Calif.

5%

JOSE TOMAS, senior vice president of global human resources, is GM’s most senior Latino. Sigal Cordeiro, executive director of product marketing, is the most senior Latina. Joseph Jimenez, chief executive officer of Novartis AG, has been a GM board member since 2015. The GM Hispanic Initiative Team is one of 10 GM employee resource groups, which play a key role in fostering an inclusive place to work. These groups provide a forum for employees to share common concerns and experiences, gain professional development support and engage in local communities.

INDUSTRY

HILTON

HOSPITALITY

IKEA

INTRADECO

FURNITURE

CORPORATION

RETAIL

HYATT HOTELS

HOSPITALITY

COMPANY

% OF HISPANIC EMPLOYEES

29%

TEAM MEMBER Resource Groups promote professional growth and share insights with the company through each group’s vantage point. Groups include Hispanic/ Latino. Hilton has built relationships with select leading Hispanic-Serving Institutions to recruit top talent within hospitality programs. The company is a member of the U.S. Hispanic Chamber of Commerce.

27

28%

SIXTY-FIVE PERCENT of the workforce – including 10 percent of executives – is minority. A key part of Hyatt’s diversity and inclusion efforts has been the establishment of affinity groups or Diversity Business Resource Groups. Benefits include basic business networking, mentoring each other and others in their communities and developing professionally.

28

19.7%

IKEA’S new Hispanic/Latino Co-workers Resource Group is a national virtual network of managers and hourly workers focused on fostering inclusion; assisting with attraction, retention and development of coworkers; and engaging the communities it serves.

29

WRITTEN POLICY prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation. One event each year connects employees with peers from different racial/ethnic, religious orX country-of-origin identities. Seventeen percent of executives are minorities, along with 22 percent of middle managers and 24 percent of frontline managers.

30

42%

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33

34

JOHNSON& JOHNSON

CONSUMER PRODUCTS

JP MORGAN CHASE

FINANCIAL SERVICES

KAISER PERMANENTE

KIMPTON HOTELS AND RESTAURANTS 26 • January / February 2018

HEALTH CARE

32

INDUSTRY

HOSPITALITY

31

COMPANY

% OF HISPANIC EMPLOYEES

N/A

THE U.S. HISPANIC Chamber of Commerce recognized Johnson & Johnson for having the nation’s best Latino Employee Resource Group. William D. Perez serves on the board, and Denise Torres is the chief strategy and business transformation officer. The Hispanic Organization for Leadership and Achievement optimizes the company’s internal and external resources.

20%

THE ADELANTE business resource group at JPMorgan Chase has been recognized as the best of its kind by the U.S. Hispanic Chamber of Commerce. Adelante focuses on supporting professional development and leadership opportunities for Hispanic and Latino employees at the firm; recruiting and retaining top talent; and helping the bank better serve Hispanic and Latino customers. The group’s activities and achievements include supporting the strategic recruitment, retention and development of Latino and Hispanic talent through active participation at conventions and internal career expos.

17.5%

ONE OF KAISER Permanente’s most successful business resource groups is the KP Latino Association, whose mission is to inspire and empower the company’s Latino communities to achieve their full potential at all levels, which includes maintaining a health work-life balance while pursuing professional advancement. This association has been widely recognized for its success The company has two Latinos in its board, Cynthia A.Telles and Ramón Baez, and has at least two other Latinos in top leadership positions.

32%

MORE THAN 32 PERCENT of employees identify as Hispanic, including managerlevel and above such as executive chefs, general managers, directors and more across both hotels and restaurants. As a result, Spanish is one of the company’s four primary employee languages. Kimpton uses translation services to communicate important company information into Spanish, including breakroom posters, company contests, benefit changes and more. Human resources, known as People & Culture, Kimpton, regularly stays connected to industry conferences and develop resources to disseminate evolving best practices as it relates to diversity and inclusion. For example, the company participates in mock interviews and resume reviews for college students at the National Society for Minorities in Hospitality.

INTERNATIONAL

MICROSOFT

SOFTWARE

NEW YORK LIFE

INSURANCE

MIAMI CHILDREN’S HEALTH SYSTEM

HOSPITALITY

MARRIOTT

INDUSTRY

HEALTH CARE

COMPANY

% OF HISPANIC EMPLOYEES

29%

MARRIOTT HAS a diverse workforce, with 65 percent minorities. More than 25 years ago, Marriott established the industry’s first formal diversity and inclusion program. A board-level Committee for Excellence drives global diversity and inclusion efforts and monitors progress with a Diversity Excellence Scorecard. The Global Diversity and Inclusion Council, led by president and CEO Arne Sorenson, advances Marriott’s progress and ensures the integration of a diversity and inclusion focus across all aspects of its global business strategy.

35

65%

NICKLAUS CHILDREN’S HOSPITAL is sequencing the genes of nearly 1,000 Latino and Hispanic people in an effort to better understand the health needs of those populations. Minorities account for 31 percent of executives, 59 percent of mid-level managers and 82 percent of frontline managers.

36

5.5%

MICROSOFT BELIEVES that diversity creates greater innovation, enriching not only the company itself, but also the lives of its employees and the communities where we live and work. With this belief in mind, Microsoft strives to be a leader in attracting and minorities to careers in technology. Microsoft initiatives aim at attracting, recruiting, retaining, and developing women and minorities from around the world in the field of computer technology. With a rich history of employee resource groups, Microsoft’s HOLA group provides professional development and networking opportunities of the Latino/Hispanic community.

37

N/A

LATINOS COMPRISE nearly 28 percent of the company’s board of directors. New York Life continues to excel in its facilitation of Employee Resource Groups. More X one ERG. New York than a third of the company’s employees are members of at least Life understands the important role ERGs play in integrating a diverse workforce and helping to keep employees engaged and motivated.

38

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NUSTAR ENERGY

ENERGY

41

NVIDIA

TECHNOLOGY

NORDSTROM

42

PRUDENTIAL FINANCIAL

FINANCIAL SERVICES

39

INDUSTRY

RETAIL

COMPANY

40

28 • January / February 2018

% OF HISPANIC EMPLOYEES

19%

THE VICE PRESIDENT, talent and recruitment, is responsible for the success of formal recruiting and retention diversity goals Written policy prohibits discrimination based on age, disability, race/ethnicity, religious beliefs, gender and sexual orientation Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups. Ten events a year connect employees with peers from different racial/ethnic or country-of-origin identities.

20%

NUSTAR has a workforce that is 28 percent minority, including 20 percent Hispanic/ Latino. It offers generous pension and scholarship plans, and an open-door policy.

Ninety-three percent of Hispanic/Latino employees at NuStar surveyed said it is a great workplace. The company offers a pension plan, a close relationship to the CEO, college tuition reimbursement and scholarships, annual training and cultural celebrations.

3%

TO ATTRACT, develop, and retain a diverse workforce, NVIDIA focuses on recruitment, recognition and development, and employee support. NVIDIA participates in campus recruiting fairs run by organizations such as the Society of Hispanic Professional Engineers and has reached close to 10,000 diverse students through these types of events.

N/A

PRUDENTIAL’S Hispanic Heritage Network (HHN), formed in 1995, seeks to articulate the Hispanic viewpoint, share common issues, and establish a support network that promotes professional development of employees to their fullest potential. HHN also assists the company with community initiatives, including mentoring and financial consulting.

COMPANY

INDUSTRY

PWC

FINANCIAL SERVICES

T-MOBILE

TELECOMMUNICATIONS

TD INDUSTRIES

CONSTRUCTION AND REAL ESTATE

ULTIMATE SOFTWARE

INFORMATION TECHNOLOGY

% OF HISPANIC EMPLOYEES

33%

THE DIVERSITY efforts of PricewaterhouseCoopers have placed this company among one of the top companies to work for. With a minority percentage of 33%, their recruiting team makes it a priority to incorporate talent from different ethnic backgrounds. They have been ranked No. 2 in Recruitment by Diversity Inc. PwC holds at least 500 events a year in order for employees to connect with others of their same ethnic background or country-of-origin. When it comes to hiring talent, PwC has been involved with various organizations and alliances, one who happens to be the Association of Latino Professional For America.

43

N/A

T-MOBILE has the most diverse employees and customers in wireless, according to the company. In four years of formal diversity and inclusion, participation has grown from 8 percent of employees to 18 percent. Employees participate through six Employee Network Groups and 29 local diversity and inclusion chapters.

44

38%

TD INDUSTRIES has a diversity council with the goal of upholding its commitment to a diverse, people-centered culture, and equipping [partners with knowledge on how to Celebrate the Power of Individual Differences. LaGente (Latino Ambassadors Group: Elevating New Leaders Through Education and Empowerment) seeks Latino partners to represent throughout the organization at all levels. The group’s goal is to shares success stories, promote Latino culture and offer community involvement as they see fit.

45

18%

NEARLY 100 PERCENT (97 percent) or Hispanic/Latino employees are happy with their workplace. The company offers 100 percent employer-paid medical coverage, 100 percent equity participation, expenses-paid new-hire orientation, no X non-compete agreements, and a number of perks designed to make life easier for employees. It also offers a number of resources for parents and the elderly, and onsite health benefits.

46

minority

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DISTRIBUTION

50

USAA

FINANCIAL SERVICES

49

UPS

VERIZON

TELECOMMUNICATIONS

48

INDUSTRY

WELLS FARGO

FINANCIAL SERVICES

47

COMPANY

30 • January / February 2018

% OF HISPANIC EMPLOYEES

N/A

CRECER, the UPS Hispanic/Latino Business Resource Group, is led by employees passionate about diversity and inclusion as an intelligent business strategy. Its mission is to empower individuals through leadership and professional development, accelerating business growth for UPS, its customers and communities. Last October, the Hispanic Chamber of Commerce recognized Crecer as the #1 Hispanic BRG in the country.

31%

USAA PROVIDES diversity and inclusion skill building and training; celebrates cultural heritage month events recognizing our rich diversity; offers multiple career development and mentoring resources and tools; leverages multiple feedback channels for employee ideas; maintains an innovation lab and interactive tools and resources to foster inclusion and innovation; conducts engagement surveys of all employees; and uses Diversity Business Groups to assist in turning diversity into measurable value for the association.

N/A

ONE-HALF OF the 12 board members are women or people of color. Verizon has spent nearly $25 billion with diverse supplies since 2011. The company’s premier supplier academy program provides educational, technical and business skills training. It also offers one-on-one mentoring, networking events and individualized strategies designed to further our commitment to increasing business opportunities for diverse suppliers.

N/A

THE COMPANY’S Latin Connection Team Member Network has more than 40 chapters throughout the United States. The group piloted a group mentoring program for 35 mid-level team members called the Emerging Leaders League, which is intended to broaden participants’ understanding of career development and what it takes to succeed at Wells Fargo. Wells Fargo’s Latino Leaders Program offers a unique learning experience that focuses on leadership and professional development from a culturally-relevant perspective. Participants explore similarities and help them bridge the gap while retaining their differences and values.

BUSINESS

THROUGH THE DECADES • 1950s: Born in Matanzas, Cuba • 1960s: His family flees the Castro regime, emigrates to Miami, Florida

Poised to Win

Story by: Frederick

Jerant

Tech billionaire Manuel D. “Manny” Medina made his mark on the world in the old-fashioned way – through a combination of grit, determination, and an itch to make things happen, instead of just letting them happen.

B

orn in Matanzas, Cuba in 1952, his parents left Fidel Castro’s oppressive regime, and moved to Miami, Florida in 1965. He earned a degree in accounting from Florida Atlantic University in 1974, and joined Price Waterhouse (now known as PricewaterhouseCoopers) as a certified public accountant.

32 • January / February 2018

• 1970s: Earns a B. S. in accounting from Florida Atlantic University; joins Price Waterhouse as C. P. A.; becomes part of its Latin America division; leaves to become independent business consultant.

• 1980s: Founds Terremark Worldwide, a real estate company that develops office buildings.

• 1990s: Terremark transitions to an information technology services company; creates NAP of the Americas, a major data center and internet exchange point.

• 2000s: Medina sells Terremark to Verizon Communications for $1.4 billion, and leaves the company. Establishes Medina Capital, and then joins with CenturyLink to create Cyxtera Technologies.

L ATINO LE A DE R S

He traveled extensively as part of Price Waterhouse’s Latin America division, and developed lasting business relationships throughout the region. But after just a year with the firm, Medina started getting restless. “I wanted to make money and be successful,” he said. “But I wasn’t sure which way I was going to do it – except that I wasn’t going to stay a CPA.”

He left after just three years.

Miami in the late ‘70s “was poised to explode,” he said. “There was lots of money coming in, especially from Latin Americans who wanted to invest in the United States, particularly in real estate.”

Medina took on a partner, and set up a consulting business. “We were both CPAs, so we had some credibility. And we’d say to potential clients, ‘Look, if you want to buy something, let us look after you. Because you don’t know the system here, and you don’t know the territory.’”

He incorporated the business as Terremark Worldwide, Inc., in 1980, and focused on real estate. When the economic downturn of the ‘80s hit, Medina was a little ahead of the curve. “I was lucky. I had already begun shifting my sources of business and capital to Europe and Asia. When the crash happened, my partners in Hong Kong, Singapore, Malaysia helped my business kept growing,” Medina said.

That is, until the real estate and financial industry collapses of the ‘90s.

“We were involved in developing an $80 million property, until the proposed anchor tenant went bankrupt, investors were indicted… all hell broke loose,” Medina recalled.

It was time to rebuild, and one of his business contacts in Lebanon threw him a lifeline. “Kuwait had been invaded, and he knew there would be many opportunities for rebuilding the country after the war ended,” Medina said. “We formed a partnership and worked on many infrastructure projects in the Middle East.”

That led to a fascination with emerging technologies, particularly the Internet. Terremark evolved into an information technology services company itself. Its first project was the National Access Point (NAP) of the Americas, one of the most important data banks in the world, connecting North

“And don’t be selfconscious or defensive about your roots.

People don’t care whether you’re German or Dutch or black or white or Latino. All that really matters are your pitches, your ideas, the business plans”.

MANNY MEDINA: • Is a voracious reader, often reading two or three books at the same time.

• Came to the U. S. as a refugee with his father, a cab driver, and his mother, a hotel maid.

“I was very lucky that I came to where I came.

You have to have thirst as an immigrant to succeed. That has been a big part of my life and will always be a part of me,” he has said.

• Is an avid dancer, and loves salsa music. But his namesake son, who started playing guitar at the age of 10, now plays bass guitar for countrymusic star Kip Moore.

• Established the Medina Family Foundation in 2012. Headed by his daughter Melissa, the foundation has supported the Seed School of Miami, a charter boarding school for at-risk kids; Aquarius, an underwater lab that develops and tests underwater technology; Roots of Hope, an organization that seeks to reach Cuban youths through social media; and many other programs.

America, Latin America, and Europe. Verizon acquired Terremark in 2011 for $1.4 billion, and then – instead of just sitting back -- created Medina Capital, a private equity firm that invests in cybersecurity, data analytics, cloud infrastructure and software-as-aservice markets. In conjunction with CenturyLink, Medina Capital formed yet another new company, Cyxtera Technologies. It will operate analytics centers in the U. S. South America and Europe.

Manny Medina has traveled a long road from his practically penniless beginnings in Miami, through international real estate and infrastructure development, to his current position as CEO of Cyxtera. His changes in direction, coupled with his lifetime love of learning, have taught him many things – and he offers some keen observations and advice for the next crop of rising entrepreneurs.

“One of their first questions is ‘what’s the secret to success?’ and I tell them that there is no secret. The answers are right there – but you need to want to find them and act on them,” he said. “Look at the weight loss industry. What’s the secret to losing weight?

Easy -- eat less and exercise more. But people want shortcuts, so now we have a multibillion-dollar industry devoted to that.

“If you want to succeed as an entrepreneur, be sure that the risk involved is acceptable to you. Because every business venture involves risk. And then be prepared to work your behind off, even on the little things.

“When I started out in business, there was no Internet. If I needed information about a new lead, I went to the library and dug through old clippings. Today, you can find out anything about anybody with one or two clicks – and some people don’t bother to do even that much,” Medina said.

“And don’t be self-conscious or defensive about your roots. People don’t care whether you’re German or Dutch or black or white or Latino. All that really matters are your pitches, your ideas, the business plans.

Being of two cultures can give you a great advantage when looking for big financing, dealing with the government or anything else,” he said. “When I was young, I didn’t want to be seen as ‘the kid from Cuba.’ Today, I often tell people that if you want to do business in Miami, you need to have a Spanish accent!”

latinoleaders.com

Diana Kelly is a successful Latina executive at Home Depot. She’s a regional vice president there, with oversight for 82 stores, a staff of 16,000, and responsibility for a multibillion regional business that includes Southern California, Hawaii, and Guam. But Diana -- a native of Colombia who came to the U.S. when she was only 12-years-old not speaking English and was repeatedly bullied in high school -- is so much more than that: She’s a deeply respected and recognized leader in the community. She volunteers for the FBI Los Angeles Citizens Academy, serves as a Board Member for the Downtown San Diego Partnership and was recently awarded the Company Best Customer Service Award 2017. She’s an active member of San Diego Chamber of Commerce and was just recognized by the Asian-American community with the Advancing Justice Corporate Impact award 2017.

Diana is a role model for innumerable Latinos, and an extraordinarily dedicated daughter (her mother has lived with her for 21 years and Diana just sent her 72-year-old mother 52 roses for no particular reason).

She’s a devoted mother to her son Dylan, and a loving wife, who is still committed to teaching her husband, Paul, how to dance salsa and cumbia. She seems to have it all. On top of that, she possesses an infectious optimism that exudes confidence and trust, somehow mixed with a touch of humility. She is an authentic, inspiring leader.

For this issue, we’re dedicating this column – a new one for Latino Leaders magazine -- to Diana Kelly for her remarkable life, her achievements, her leadership, her enthusiasm, and for the lofty goals that she has yet to achieve. She has much more to contribute – to Home Depot, to our community, to her family, and to herself.

I had the pleasure of communicating with Diana several times this month for the interview. I’m sure many will find her story fascinating, and hopefully, much more will gain inspiration from her journey. I certainly did.

In addition to all that she does, she provides dancing lessons for her work colleagues. I suspect her husband, Paul, will be next. After that, anything is possible – and becoming a country president at Home Depot won’t be far behind.

INSPIRING THE NEXT GENERATION:

Story by: Raymond J. Arroyo Design by: Carlos Cuevas

34 • January / February 2018

DIANA KELLY

Raymond Arroyo: During my research for this interview I learned that you graduated from Marymount Manhattan College, in the upper side of the city that never sleeps. What was that experience for you?

How do you feel earning a degree in Counseling Psychology prepared you for your career?

Diana Kelly: Wow. You took me back quite a few years. I graduated from high school when I was only 16, and received a full scholarship for college. I used to take the train from Massapequa, Long Island into New York City by myself at 16. The scholarship included $90 to pay for my travel, which was very helpful. But it wasn’t easy. Taking the train by myself at that early age was overwhelming, at least in the beginning. Through the commute I learned confidence, perseverance, and to be strong.

I learned not to be intimidated on the train, which helped me later in my career.

Everything was going well for me until my mom became very ill. My mother has been my best friend for the last 21 years and there was only one choice for me: I left school and picked up 3 jobs to pay for her medical bills. Soon, though, Diana returned to school and graduated in 1991.

RA: Tell me about your current role; what motivates you about it?

DK: During my second week on the job one of the managers said to me: “you’ll never make it here.” I enjoyed proving that manager wrong although I enjoy being able to pave the road for 1000s of my associates so much more. That’s rewarding.

As an example, I flew to Mexico to speak with 230 Mexican women about the power of being a female at Home Depot.

They were inspired and inspiring. We now do quarterly calls and are making a big difference with more than 30 women getting ready to lead.

RA: Your profile says that you inspire people to reach full potential.

How do you do that? What type of leader do you consider yourself to be?

DK: I believe I’m a very influential leader and extremely inspiring.

I ask a lot of questions. Based on feedback they tell me that I connect in a meaningful way. Here’s a secret: Based on the book Discover Your Strengths, I wrote 5 strengths on an index card.

Every single day I look at the card and ask myself if I did the 5 things. Did I inspire people? If I didn’t I find a way to make up for the gaps.

RA: Who is your role model, and why?

DK: Two role models: My grandmother Isabel, who taught me to be positive all the time; my second one Ann-Marie Campbell – president of Home Depot and the #18 most powerful woman in the country.

RA: For people aspiring to follow in your footsteps, what advice do you have for them?

DK: Believe in yourself; challenge yourself that you’ll be able to do more than you’ll be able to. Pave the way for others. Bring people with you. But take care of yourself first. As they say on every airline flight: Put on the mask first, then assist others.

RA: What things do you dislike or dislike doing? Why? DK: I dislike cold weather. I dislike the fact the fact that as

leaders we rely on an annual process. We should be focused on providing feedback consistently and regularly.

RA: We’ve talked about the lack of representation and large-scale visibility of Latina leaders in the U.S. – The Most Powerful Latinas was launched to address this issue. Why do YOU think giving exposure to Latinas is important?

DK: It tells a story and helps women. These stories need to be told to understand capabilities and potential. I was invited to a local high school to difficult students. 40 young people were there, who’ve struggled their whole life. I had 3 people who reached back, all women, and are now working at Home Depot. One of them said: “I was sleeping overtime.” She had no motivation and no direction. Since then, she woke up, joined Home Depot and was recently recognized as the employee of the month. There’s power and potential in all of us.

RA: When have you been most satisfied in your life?

DK: Today. Now. Personally, I have a wonderful husband; healthy mother, and a beautiful son, who was just recently driving for two hours and call me because he simply wanted to talk. Love that.

Professionally, the Executive Vice President of the Home Depot stores, visited recently and complimented the performance of the region. She recognized the region and me personally during our communication broadcast called “The Same Page” I couldn’t be happier.

RA: What advice do you have not so much for the entry-level professionals, but for the mid-level ones, who’ve fought hard to make it to where you are but thus far have been unsuccessful?

DK: Don’t give up. When you give up you’ll stop getting opportunities. Be very strategic about where you want to go.

You must plan. Understand the difference among a mentor, coach, sponsor Relationships matter. Book: Career Warfare book. Don’t worry about your job title: Understand your purpose. Mine purpose is to inspire others to achieve more and create wealth.

RA: To close, tell me a nugget or two about the core of who you are; the one or two things that only the closest people to you know.

DK: I’m involved with the FBI. I’d love to get involved with the CIA. I love to dance Salsa and Cumbia; I’ve been trying to get my husband to learn how to dance. I’m also working on restoring a home for women; Give them interview and communication classes to get them back on their feet, because we all deserve a chance to do better and to be better.

Story by: Raymond J. Arroyo

Design by: Carlos Cuevas

We’re pleased to feature another outstanding Latina leader in our column: Ileana Musa, a newly hired managing director at Morgan Stanley in a recently created role of head of International Banking and Lending in International Wealth Management. Morgan Stanley is significantly increasing its focus in the international wealth management business and recruited Ileana to lead their efforts.

Ileana, one of ALPFA’s 50 Most Powerful Latinas, published by Fortune Magazine, is up to the challenge as she has significant experience in international markets in the wealth management and investment management businesses and has spent a substantial amount of time working directly with financial advisors.

Ileana, originally from Cuba -- the birthplace of music genres like the Bolero, Mambo, and Cha Cha Chá -- was raised in Miami, graduated from the University of Miami School of Business Summa Cum Laude and has a strong multicultural upbringing. She has successfully negotiated deals all over the world and is proud to tell her story of hard work and perseverance, leading to success and bringing purpose to her life. She underlines the need to regularly exceed expectations at work, make networking a habit, and consistently give back. She also makes it a habit to stay fit by exercising regularly.

Ileana leverages the Association of Latino Professionals for America (ALPFA) fully. She has served as the leader of ALPFA’s Women of ALPFA initiative for the last 3 years and serves and the chairwoman of ALPFA’s Corporate Advisory Board. She’s a strong and visible leader who has helped to create and solidify the Women of ALPFA franchise, transforming it into the most successful initiative for ALPFA. According to her, ALPFA is the goto organization for acquiring and developing top Latino talent.

Ileana also serves on the board of Zoetic Stage, an Arts Partner with the Adrienne Arsht Center for the Performing Arts in Miami.

Ileana’s mantra is to regularly take personal risks, never hesitate to ask for help, and use one’s influence to serve others-- not to take from them. As said in the Cuban American community, “hay que servir”, which translates to “you need to be willing to serve.”

We must also continuously grow, she adds, as it encourages us to expand our network to include diversity: folks similar to us, others very different to learn and enlarge our worldview. Her expanded view of the world will help Ileana well in her new role.

Below are the answers to the questions we posed for her for this interview: Raymond Arroyo: You recently transitioned to Morgan Stanley. Tell us about this experience and how your role impacts the company.

Ileana Musa: I joined Morgan Stanley in the Fall 2017. I believe financial services, in particular wealth management, has a real

A STORY OF PERSEVERANCE, FOCUS, AND SUCCESS: 36 • January / February 2018

ILEANA MUSA

impact in helping global families reach their financial goals and help to manage all aspects of their financial lives. In my new role, I will build a team that can strategically partner with international financial advisors to deliver comprehensive cash management, credit and lending solutions to global families.

I was born in Cuba and was raised in Miami, FL. I’ve always benefited from a diverse culture. This richness afforded to me as I grew up gave both wide and long-reaching perspective.

Looking back, I can see how said perspective provided me with the best training for later working with global clients. Multicultural experiences have enriched me. Morgan Stanley’s culture exudes and even prides itself with a passion for taking care of clients through a collaborative and inclusive approach—this is the type of culture in which I thrive.

RA: Our theme for this edition is Small Business and Entrepreneurship. What role does your company play to encourage small businesses to grow and make a deeper impact in the small business community. According to the National Women’s Business Council, there are 1.4 million Latina owned businesses representing nearly 35% of all Hispanic firms in the U.S. How do you and/or Morgan Stanley support Latina owned businesses and entrepreneurship?

IM: Black, Hispanic and women business leaders face significant challenges building strong networks and accessing capital. Morgan Stanley launched the Multicultural Innovation Lab, an accelerator targeting multicultural and women-led early stage technology focused startups, last year. This program provides capital investment, mentorship and access to companies which can help innovative startups get to the next level. Morgan Stanley realizes that Latino consumer wallet growth will outpace millennials and baby boomers by 2020, driving future consumer trends in new directions. As a Latina, I am thrilled to see this level of commitment in an area where we can have a tremendous impact in supporting women of color, including Latinas, take their small businesses to new heights.

RA: You’ve been a strong leader within ALPFA for many years?

Why do you invest so much time in that nonprofit organization?

IM: I’ve greatly benefited from mentors, but equally important sponsors, who have supported me throughout my career. We have a responsibility to bring others along and to pay it forward.

ALPFA provides an impressive platform through which Latinos can build a strong network while developing leadership skills which are critical to succeed. According to a Pew Research Center Study, the Hispanic share of the U.S. population is expected to reach 24% by 2065, so it’s imperative that companies develop and acquire talent which is culturally reflective of its customers. ALPFA is the go-to for both acquiring and developing top Latino talent.

RA: Who is your role model and why?

IM: By their example, my parents, who both taught me a great deal about resilience and optimism. I was raised by a single mother of three. While I came from very humble beginnings, she taught me that with continuous learning and an iron-strong work ethic we could transcend financial hardship. I met my father at almost 17 (a political prisoner who served a fifteen-year prison term in Cuba). He was a life-long entrepreneur who encouraged me to pursue an advanced degree and move to NYC to pursue a career in Banking. My father was an optimist who always embraced opportunities as they came; finally, he never dwelled on the past.

Professionally, I’ve been exposed to many women who have impacted me greatly. Supreme Court Justice Sonia Sotomayor is one. She faced significant challenges, triumphed and broke new ground, nevertheless. Nely Galan is another. Her incredible journey to becoming ‘self-made’ and for her passion in paying it forward through The Adelante movement. Shelley O’Connor, who serves on the board of Catalyst, is the co-head of Morgan Stanley Wealth Management, and is one of the most senior female executives at the firm. I’m impressed by her practical approach to having women represented at every level of the company.

RA: For people aspiring to follow in your footsteps, what advice do you have for them?

IM: My often-shared mantra is the legacy that I want to leave to my daughter and the world: Take personal risks, never hesitate to ask. Use your influence to serve, not take. Remember the one caveat: Never fail to embrace the unknown while never forgetting who you are.

RA: Why do you think giving exposure to successful Latinas is important?

IM: In Cuban Spanish there is a maxim for leadership: “Hay que servir”. Translated it reads “you have to be willing to serve”. I believe it’s our/my duty to provide opportunities that amplify the work and contribution of successful Latinas, allowing them to be recognized which is key for advancing professionally. Elevating other Latinas means there are more of us at the top representing our interests, allowing us to pave an easier road for those who follow.

RA: When have you been most satisfied in your life?

IM: My family is at the core of my life. Building a successful career while supporting my husband in his business and growing our family with our daughter Anabella has been incalculably rewarding. I recently visited my grandmother in Cuba. I wanted to make sure that my daughter could meet her great-grandmother who turned 105 in December 2017. These two women, 100 years apart, represent my vision of longevity and growth, inspiring me to foster and support transformational change.

Secondly, giving back to the community as I’ve ascended professionally has given me purpose and satisfaction. I am committed to community leadership roles with ALPFA. I also mentor business women startups through the Cherie Blair Foundation. I am a board member of the Florida International Bankers Association and Zoetic Stage, Downtown Miami’s resident theater company at the Adrienne Arsht Performance Art Center. My passion for the Arts is inspired by my husband, Chaz Mena’s work (www.chazmena.com), a professional actor, writer, producer and published poet. I am very excited about several film projects in-flight which portray Latino talent in meaningful roles that highlight our contribution.

These roles have allowed me to serve the community and I believe it’s part of what contributed to my being listed on Fortune magazine’s list of Top 50 Most Powerful Latinas in the US in 2017.

RA: What advice do you have for mid-level Latinas, who continue to fight hard to make it to where you are?

IM: Build a powerful network that includes non-Latinos and men.

Share your story and your dreams every step of the way. Finally, be prepared to say “yes” even if it makes you uncomfortable.

DR. HAVIDAN RODRÍGUEZ

PRESIDENT OF THE UNIVERSITY AT ALBANY

Story by: Kristian Jaime Design by: Carlos Cuevas

FORGING A PATH TO

LEADERSHIP 38 • January / February 2018

When asked to reflect on a career that has led him to

become president of the University at Albany (UAlbany)— and the first Latino president of a four-year State University of New York (SUNY) campus—Dr. Havidán Rodríguez says it was far from an easy or direct path.

Rodríguez, born in Puerto Rico, is one of three children who grew up with a single mother. At about age five, his family moved to the Bronx, making several trips back to the island territory. Having moved back to Puerto Rico for part of middle school and high school, his guidance counselor suggested he should take auto mechanics. Although he did receive a high school degree with a specialization in auto mechanics, young Havidán knew he wanted to go in a different direction.

“In many poor communities where the goal is to move out of poverty, young people (and their families) want a job traditionally associated with high incomes,” says Rodríguez.

“For me, that meant becoming a medical doctor, but I lacked many of the prerequisite classes. So when I joined the Air Force, I became an Emergency Medical Technician.”

However, he quickly learned that treating emergency room cases was far from his desired path.

While serving in the Air Force, Rodríguez was able to complete a bachelor’s degree in psychology through a distance-learning program based at the University of Maryland, becoming the first in his immediate family to graduate from college.

During his undergraduate program, he connected with Pat Donavan, a sociology professor who would became a mentor. Donovan encouraged Rodríguez to pursue a master’s degree, which he followed with a doctoral degree in sociology from the University of Wisconsin-Madison.

Prior to arriving at UAlbany, Rodríguez served as provost at The University of Texas-Pan American. Along with the numerous duties of the post, he was also tasked with consolidating that campus with The University of TexasBrownsville to form a new public research university: The University of Texas-Rio Grande Valley (UTRGV). Rodríguez, who became UTRGV’s Provost and Executive Vice President for Academic Affairs, says the consolidation—which also included standing up a school of medicine—was the most significant challenge of his career thus far. However, he says it was also extremely rewarding.

Across Rodríguez’s education and career, he has had a front-row seat to Latino/as’ increased degree attainment and career success. But he is quick to note that more progress is urgently needed.

“We need Latino/as to establish greater participation in nearly every profession,” Rodríguez says. “For example, we need more senior administrators in institutions of higher education, where they can also serve as role models for students.”

According to Rodríguez, Latino/as are particularly underrepresented in the science, technology, engineering, and mathematics (STEM) fields. Data gathered by the U.S. Bureau of Labor Statistics shows that 8.6 million jobs nationally were STEM-related just three years ago. Because the vast majority of STEM occupations have wages above the national average, it is critical that Latino/a students be positioned for these high-paying jobs.

Recognition: • Top Latino Leader, National Diversity Council’s initiative of the Council for Latino Workplace Equity, 2017 • Inspiring Leaders in STEM Award, INSIGHT into Diversity magazine, 2017 • President’s Medallion, University of Texas Rio Grande Valley, 2017 • Cesar Estrada Chavez Award, American Association for Access, Equity, and Diversity (AAAED), 2016 • Highlighted in the Bright Spots in Hispanic Education on-line catalogue, September 2015, White House Initiative on Educational Excellence for Hispanics • Alfredo de los Santos, Jr., Award for Distinguished Leadership in Higher Education, American Association for Hispanics in Higher Education (AAHHE), 2015

@HavidanUAlbany

“At the end of the day, everything we do is about our students. We want to support them to become successful and engaged global citizens who will go into the world and make transformational changes. Our success will be measured by their success.”

However, as Rodríguez acknowledges, to make progress in increasing the representation of Latino/as in STEM fields, and all professions, the challenge for leaders in higher education is to improve access and success for Latino/as and other minorities. This is an area where UAlbany has been highly successful; the university boasts one of the highest minority student retention and graduation rates in the SUNY system, and has been recognized nationwide for the academic success of Latino/a students.

Furthermore, with 38 percent of its undergraduate students identifying as minorities, UAlbany is among the most diverse research universities in the nation. This is a significant point of pride and distinction for the campus, and also a responsibility that Rodríguez takes very seriously.

“I have a President’s Diversity Council that takes a comprehensive look at diversity and recruitment practices,” Rodríguez says. “This also includes a focus on attracting and recruiting minority faculty and staff, an area where we need to make significant progress. In addition, “Diversity and Inclusion” has been identified as one of five core institutional priorities, which will drive the university’s strategic plan and work for the next five years. At the SUNY system level, the Chancellor’s Task Force on Diversity also focuses on outreach and developing an inclusive climate at all SUNY campuses.

In addition to leveraging Rodríguez’ leadership on diversity, SUNY has also tapped his expertise in the area of disasters. When Chancellor Kristina Johnson established a system-wide task force to focus on disaster recovery and relief in Puerto Rico, she appointed Rodríguez to serve as co-chair of this group. The major areas the Task Force will be focusing on include education and health, along with disaster mitigation, preparedness, response, and recovery.

During a recent trip to Puerto Rico, Rodríguez and a small team met with multiple stakeholders and partners on the island, including institutions that form part of the University of Puerto Rico (UPR) system, such as the UPR-Mayagüez and UPR-Cayey, as well as the Pontificia Universidad Católica de Puerto Rico.

“Over one-third of the island population is still without electricity. So this is a major challenge” says Rodríguez. “I am proud that New York has been highly responsive to the hurricane that impacted Puerto Rico. Governor Cuomo has sent professionals to the island ranging from healthcare to those with expertise in repairing infrastructure; the state of New York has provided extensive support to the people of Puerto Rico.”

With no shortage of items on his to-do list— including building and enhancing UAlbany’s research enterprise, diversity, international visibility, and public engagement—Rodríguez says the key is to keep the right focus.

“At the end of the day, everything we do is about our students. We want to support them to become successful and engaged global citizens who will go into the world and make transformational changes. Our success will be measured by their success.”

Story by: Rosa Rodriguez Design by: Carlos Cuevas

SUITS AND SUCCESS Paco Fernandez never realized his knack for words

and social skills would pave the way to entrepreneurship.

Fernandez, a native of Tamaulipas, Mexico, is the owner of Chicago-based Paco’s Custom Clothiers, a handtailoring shop.

Before he began his journey to success in the United States, Fernandez assisted his mother working with her in the restaurants she owned in Mexico. Fernandez experienced a unique upbringing. His biological father, who was already married at the time he courted his mother, didn’t know he existed. His mother was also married. Knowing the extramarital relationship would not be allowed in her family, Fernandez’s mother often moved from one Mexican town to another where she opened small restaurants. Both of his parents came from affluent families, with his father serving as governor of Zacatecas.

“I was born into two very rich families, but I grew up very poor,” he said, adding that his mother was disowned from her family after discovering the affair she had that lead to his birth.

Fernandez arrived to the United States when he was 11, settling in Chicago with his mother. He continued his education in the U.S. after two years of elementary school in Mexico, but the educational experience in the United States scored him a striking difference from his Mexican education, one that appeared more accelerated.

His inquisitiveness in class led to his teacher becoming frustrated and upset.

“Are you really that stupid that you have to ask so many times?” he recalls his teacher asking him. Fernandez walked out of class disillusioned and never returning.

Fernandez began his employment in the United States as a window washer. His big break came during a sidewalk sale in which his boss asked him to guard the merchandise of the neighboring stores that participated in the sale.

His mingling with customers and social skills at the event generated greater sales than any that had been produced in each store.

“I didn’t do anything,” he said. “I didn’t offer anything.”

40 • January / February 2018

Fernandez’s ability to interact and connect with others led to a temporary sales position at The Custom Shop, a national chain tailoring business, where he acquired the skills and knowledge that created his pathway to entrepreneurship. He established a career at The Custom Shop where he was employed for 28 years. Positions he held ranged from sales to associate director of training, leading up to another promotion within two years as clothing director.

By the late 90s, The Custom Shop was sold to investors who made changes within the company, prompting Fernandez to explore other business ventures.

“I didn’t like the direction of the company,” he said.

In 1999 Fernandez resigned with plans to enter outside direct sales, but his vision was hampered. A potential partner tried renegotiating a contract both had agreed upon after he discovered Fernandez was unemployed.

“Seriously, do you think I really want to work with you, Fernandez said he told him.

Fernandez, who at the time lived in an impoverished East Chicago neighborhood, reached out to Martin Greenfield, a long-time friend and businessman who advised him to obtain a business license.

Without a name for his business or business plan, Fernandez went to city hall where an employee assisted him in the legalities, paperwork, and naming of his business, all of which presented themselves as daunting tasks for him. After a lengthy and friendly conversation with the city hall employee, Fernandez agreed to name his business Paco’s Custom Clothiers.

Shortly after setting off his company, Fernandez’s connected with Robert Pastrike, former East Chicago mayor and his first customer. Fernandez remembers him as an “extremely well-dressed individual.” The experience was successful for both men. Pastrike, satisfied with Fernandez’s work, arranged for members of the press to cover Paco’s Custom Clothiers for a business feature story. Press releases, photographs and a front-page, lead article in the business section about the shop called the attention of customers.

Fast forward to 2018. Fernandez travels to 19 cities and to Puerto Rico where he has 350 clients.

He’s satisfied with the progress of Paco’s Custom Clothiers and its future. His ability to bond with his customers has continued bringing him much success, regular customers, and new clientele.

“I know how to win people over; knowing how to stand out, how to treat people and having charisma,” he said. “I’m crazy, I’m nuts,” he said with a laugh.

Fernandez has started developing business goals for the next five years, including overseas expansion. He currently has customers in Spain and Japan. He’s also training his eventual successor, Fabian Rebollar, an apprentice who has learned the same skills and business savviness that he too acquired at a young age.

Throughout the years Fernandez has continued learning about the industry he’s involved in, learning the trends, new fashion, textures and styles that have appealed to his customers for decades. His work has received accolades and recognition from the Custom Tailors and Designers Association’s fashion shows.

Language barriers, setbacks, and other themes are often integrated into stories of those attempting to reach the American dream, but with luck and his ability to connect with others, Fernandez has continued shaping his business and taking pride in suiting up each customer.

“The first impression has too much importance,” he said. “My job is to make sure that you give a good first impression through the service and quality of the product.”

@Chicagoclothier

Paco’s Custom Clothiers

@Chicagoclothier

U

ROBERT RENTERIA WRITER

BUILDING PARTNERSHIPS

TO SAVE AMERICA’S YOUTH Story by: Chriss

Swaney

Increasing violence among teenagers and other youth appears to be contributing to a national crime spike. Gangs and gun violence are partly to blame for the rise in crime that is on pace to increase for a second straight year.

42 • January / February 2018

nfortunately, the offenders are younger and the crimes are more violent, according to Robert Renteria, author of the bilingual book series “From the Barrio to the Boardroom”, “Mi Barrio’’ comic version as well as the activity coloring book “Little Barrio.”

The books, “From the Barrio to the Boardroom”, “Mi Barrio’’ and “Little Barrio” are the tools, and Renteria is a resource who provides education and a sense of pride, accomplishment, and self-esteem for community youth nationwide.

Renteria, the only Latino leader in the world to receive two prestigious Dr. Martin Luther King, Jr. Awards for work as a Civil Rights leader and voice in educational reform seeks to replace violence, delinquency, and gangs with education and pride. And he has quite a job ahead of him.

The government’s national crime statistics reveal that there are more than 3,875 youth gangs with a total of more than 200,000 gang members in 79 of the largest U.S. cities.

That gang activity has extended beyond the typical inner city and major population centers to smaller communities and suburbs. A youth’s involvement with a gang or gangs leads to an increased likelihood of economic hardship and family problems. And the longer a youth remains with a gang, the more disruption they face, including the risk of experiencing drug and alcohol abuse and committing petty, violent crimes.

But Renteria and his Barrio Movement challenge these dismal crime statistics by building lasting collaborations with business owners, corporations, school districts, colleges, community centers, the Boy Scouts and other national organizations, including Rotary International and the World Boxing Council to generate a pipeline of future leaders to stem youthful crime sprees.

Renteria reports that “you should never let where you come from dictate who you are, but let that be part of who you become.’’

Growing up in the tough gang-infested, impoverished neighborhood of East Los Angeles and sleeping in a dresser drawer as a baby, Renteria says he can relate to the roots of gang violence and disintegration of the family unit so endemic to the path many stressed-out youth opt to take.

“There are no shortcuts to life. You can’t just put powder in a glass and get a pocket full of dough,’’ said Renteria. “It’s all about finding and achieving success and developing character.’’

For Renteria, character is not doing what’s right when someone is watching, but it’s doing the right thing when nobody is watching.

“I’ve put over $350,000 of my own money into this initiative, but we need more involvement and more partnerships to get kids to move away from gangs and look to education for career success,’’ he said.

Already, his dynamic Barrio Movement has helped develop teaching tools being used with school-based curriculum in institutions nationwide and communities worldwide.

His books are being sold to middle schools, high schools, colleges, universities, and a cache of social service centers.

Even the visually impaired and folks with reading disabilities have access to Renteria’s books. More than 236,000 visually impaired students have access to his materials.

There is also a faith-based curriculum recently developed to entice more youth to come back to the church, according to Renteria, who was also named Chicago’s 2010 Latino Professional of the Year.

“It’s all about getting youth accustomed to learning about social and emotional learning,’’ said Renteria, a pioneer in producing novel educational platforms. “We need to create programs and learning experiences that are culturally relevant and also to help our kids with their critical thinking skills.’’

Despite the ongoing debates about increased teen crime and gang violence, Renteria points out that there is mounting evidence that poor school performance, truancy, and leaving school at a young age to join a gang are all connected to juvenile delinquency.

For example, reading and verbal deficits are linked to victimization, drug use, aggression and delinquent behavior when school-age kids are left behind. “I know, I’ve been there myself,’’ said Renteria, who escaped the cycle of poverty, drugs and gang violence through sheer determination, his mother’s support, hard work and an honorable stint in the U.S Army for over seven years.

However, Renteria is quick to admit that this innovative movement is not about him. “It’s about keeping kids safe.

Gangs recruit in elementary schools for kids to become

runners. So, we have to find ways to reach the kids on the streets,’’ he added.

One of his more novel ideas was using theater to reach some of the more at-risk population. “I want this movement not to be just my story, but everyone’s story,’’ said Renteria, a successful entrepreneur. “Anybody’s child can be murdered, raped or bullied,’’ he noted.

Every 7 seconds a child is bullied in America. And it is estimated that 160,000 children miss school every day because they fear being attacked by another student.

“Everyone needs to get involved in our Barrio Movement because gangs and bullying are not going away,’’ said Renteria. In fact, the very nature of the ubiquitous, anonymous nature of today’s growing digital world makes bullying and gang recruitment even more dangerous.

“I’ve observed that many of the youth-centric gang crews are organized by older, and more experienced criminals to create a distraction, making it easier for older gang members to sell drugs,’’ said Renteria.

He admonishes today’s troubled youth to understand that “the only difference between success and failure is the determination to overcome whatever adversity, discouragement or influences that arise in ourselves.’’

With a sense of urgency and purpose, Renteria predicts that his Barrio Movement and books are a blue print and roadmap for the future. “We need to tell our story so all can be healed. We need to unite and recognize the power of the written word.”

When asked about his own legacy, Renteria pounces on the opportunity to suggest that one day America may have a Latino President. “We want to ignite a nation. It’s not about blue or red states, it’s about the United States,’’ he quipped.

For additional information, please see: www.fromthebarrio.com

latinoleaders.com

AMBASSADOR OF DIPLOMACY Geronimo Gutierrez is on a mission of service: the challenge to help secure a better future for Mexico and strengthen ties with the United States.

Story by: Rosa

Rodriguez

“T

GERONIMO GUTIERREZ AMBASSADOR OF MEXICO TO THE UNITED STATES

44 • January / February 2018

he reality of things is that ever since I was young I’ve always been attracted to public service,” he said.

Gutierrez is the ambassador of Mexico to the United States. “It’s something that I was attracted to and in a certain way it was something natural for me.”

Gutierrez, a Harvard graduate of the prestigious John F. Kennedy School of Government where he earned a master’s degree in public administration, has held various positions alongside Mexican government officials and presidents such as Vicente Fox and Enrique Pena Nieto, Mexico’s current president.

Some of Gutierrez’s experiences have been marked by events that shaped global politics and the relations between the United States and Mexico. He points out to the Sept. 11 terror attacks as one such example.

“I was working in the economic secretary,” said Gutierrez whose political experience spans over 25 years. “I felt there was a global change, an adjustment to the politics in Mexico and the United States.”

At the time he had recently completed his role as sub-secretary for North America. Traveling abroad and other homeland security matters affected the economy of both neighboring countries due to flight restrictions and lower travel and tourism.

Gutierrez credits such socio-economic changes and others he experienced earlier in his work and educational career that shaped his ability to think critically and aide his government in foreign affairs that affected his country locally.

“My generation was the generation of political change in Mexico,” Gutierrez said. “We experienced the end of the Cold War, the 90s, the transition to globalization.”

A native of Mexico City, Gutierrez held various roles in public service departments such as national security, finance, and trade. His roles have included deputy secretary for government and homeland security and other roles as Under Secretary.

“Something that has really helped me in this job is concentrating in matters that have to do with politics in the United States and the political decisions of the United States.”

“WE MUST HAVE A BORDER THAT’S NOT AN ORIGIN OF TENSION. WE HAVE TO CREATE DIPLOMACY TODAY IN REAL TIME. IT’S IN THE BEST INTEREST OF THE UNITED STATES AND MEXICO TO HAVE GOOD RELATIONS.” Gutierrez’s political experience continues recording its own history as he serves during a time of tense relations between the United States and Mexico. Plans of building a wall stretching along the United States-Mexico border, deportations, Deferred Action for Childhood Arrivals (DACA) and other topics have continuously surfaced in the media and lead many to question whether both countries can reach agreements regarding the border they share and other social issues causing tension between them.

“We have to process the differences with the Trump administration,” he said. “We must have a border that’s not an origin of tension. We have to create diplomacy today in real time. It’s in the best interest of the United States and Mexico to have good relations.” He also said he envisions Mexico over the next century boasting more mobility so people from both sides of the border can work, study and enjoy their experiences there.

Fluent in three languages: Spanish, French, and English, Gutierrez developed strong relations with important figures of Mexico’s government, allowing him to learn each time and acquire leadership abilities in the political arena

with invitations to participate in notable activities. One such opportunity was when President Felipe Calderon invited him to be secretary of Latin America. He was also asked by former president Vicente Fox to help design the first budget of his presidency.

“I’ve never reached a position with the objective of making friends nor did I bring friends to where I’m at,” he said. “Trying to have respect for the people who work with you and attempting to understand where they are in their lives is important. The respect that you generate in others is what helps you manage a team.”

As Gutierrez continues moving forward in his role as ambassador, a position he has held since January of 2017, he envisions a long-term political career: one that he says requires perseverance, which he says his academic preparation helped nourish.

“I’m grateful for having people who helped me, people who believed in me, that gave me opportunities and opened the door,” he said. “That’s fundamental and I’ll always be thankful even if we’ve found ourselves in different points of debate.

@GERONIMO_GF

latinoleaders.com

SPOTLIGHT Story by: Lakendra Lewis Design by: Carlos Cuevas

FROM DREAMer TO

ENTREPRENEUR

S

Sarahi Espinoza Salamanca has always been a dreamer achieving her goals, Salamanca endured obstacles that, due -- in more ways than one.

From the time she came to the United States at the age of four with her parents as an undocumented immigrant, Salamanca had aspirations to go to college, get an education and make something of herself. And she has.

At 28, Salamanca is the first in her family to not only graduate from high school and college in the U.S., but in 2016 she was named one of Forbes 30 Under 30 for her work in education and has been recognized by the White House as a Champion of Change in innovative community leadership. And that’s only the beginning of a long list of accolades Salamanca, the founder and CEO of DREAMer’s Roadmap, has garnered on her pursuit of the American Dream.

In fact, one look at her resume and there is arguably no doubt Salamanca is fast on her way to becoming a potent voice in the Latino community. But on the path to

46 • January / February 2018

to her undocumented status, nearly shattered her dreams of going to college.

The youngest of 11 children in her family, Salamanca’s school life had been that of a typical American kid, until her senior year when she began applying for college and was denied financial aid because she did not have a social security number.

“That was the first time in my life where I was being questioned about who I was and what I was because of my status,” Salamanca said. “In the back of my mind I always knew I was an immigrant, but I didn’t really realize what it meant to be an undocumented immigrant or an undocumented student trying to pursue a higher education.”

That daunting experience lead Salamanca to create DREAMer’s Roadmap, an innovative nonprofit mobile app that helps other Dreamers--an acronym for Development, Relief and Education for Alien Minors--find scholarships to go to college.

The app was launched in April 2016 and has so far aided 16,500 students in finding scholarships.

But the road leading to the app’s creation has been filled with trials as well as triumphs.

When Salamanca graduated high school in 2008, it looked as if her collegiate dreams were over. Then, through a church friend whose son worked as a counselor at a nearby community college, Salamanca learned she could attend college after all, and qualified for in-state tuition for undocumented students. Salamanca worked throughout the summer to pay for her first semester, either taking the bus to school or getting rides from family.

Around this time her father was diagnosed with cancer. Salamanca was also separated from her mother who, when Salamanca was 16, went back to Mexico to attain legal immigration status but was denied and could not return to the States.

It would be nearly 10 years before Salamanca, by then a legal U.S. citizen who was married with a young daughter of her own, saw her mother again during a return visit to Mexico.

These factors weighed heavily on Salamanca and she struggled to get through her classes.

Unable to focus, she dropped out of school and took a job as a nanny for different families in order to send money to her parents in Mexico. When Salamanca’s father died in 2011, her undocumented status prevented her from traveling to Mexico for the funeral. Salamanca was on the verge of giving up. She wanted to go back to Mexico, but her mother encouraged her to stay in America and complete her education.

“My mom was right. I had so much more waiting for me here,” Salamanca said.

In 2012, the Obama administration implemented the Deferred Action for Childhood Arrivals (DACA) program, and by the following year Salamanca had a work permit and had applied for a social security number and driver’s license.

“That year shifted everything,” she said. “I went back...with the mentality that...I no longer have the barriers I had when I graduated high school. My world opened up.”

Salamanca left her job as a nanny and went back to school at Cañada College, where she eventually graduated. While there she got a part-time job as a STEM (Science, Technology, Engineering and Math) program instructor with the Girl Scouts, and created a blog where she posted scholarship information and student networking events.

Salamanca also applied for a position with a hackathon that invited Dreamers to help solve problems in their communities. After sharing her story and her blog during the interview process, Salamanca was among 20 Dreamers in the country chosen to be a group team leader for the hackathon, which advocated for immigration reform.

In 2015 she entered and won a $100,000 grant in the Voto Latino Innovators Challenge, a nonprofit competition that empowers Millennials to improve the lives of and expand opportunities for Latinos in the U.S. through tech-based projects.

Spurred by the lack of knowledge her high school teachers and counselors possessed regarding scholarships for undocumented students, Salamanca used her winnings to create the DREAMer’s Roadmap.

Raising additional funds to keep the app going has been an uphill battle because while foundations love the idea of the app, none are willing to fund it either because it is an app or because it’s such a new concept, Salamanca said. She is currently seeking to create a for-profit branch of her nonprofit in order to generate revenue.

“We’re down to $3,000 of the $100,000 I won two years ago, which should have lasted us only one year,” Salamanca said. “But because I’ve been so cautious about what I’ve spent our money on, we’ve been able to survive this long.”

Salamanca also has launched a campaign on YouCaring, an online fundraising website, to raise money for the app. The targeted goal is $500,000, which will be used to hire a team and launch an updated version of the app. The campaign has so far collected $8,110 of that goal, $7,500 of which was donated by actress Rosario Dawson, who has become a friend and staunch supporter.

“I have to stay hopeful that God has a purpose for me, and there’s a reason for me to go through everything I’ve gone through and am going through,” Salamanca said. “I never did this with the intention of being awarded or recognized. I did it with the intention of changing people’s lives and giving them a better future and the college experience that I never had.”

“Believe that you belong. A lot of times you’re gonna be the only woman in the meeting. A lot of times you’re gonna be the youngest woman in the meeting. But be confident. Know that you’re doing the right thing and that you know what you’re talking about, because you do.”

HONORS & AWARDS 2017

• Univision Agents of Change • California Legislature Assembly Certificate of Recognition • The 100 Most Powerful Women of Mexico Forbes 2017 • Latina Rising Star Award Hispanic Chamber of Commerce • Association of Latino Professionals for America Nascent Star Award

2016

• Trailblazer Award - New Leaders Council of Silicon Valley • Positive Impact Award • Forbes 30 Under 30 in Education

2015

• US House of Representatives Honored for community engagement with Dreamers Roadmap • Voto Latino Innovators Challenge Winner

2014

• DACA White House Champions of Change Recipient • El Mensajero Mujeres Destacadas • Outstanding Achievement in Leadership Award - Cañada College

What: Dreamer’s Roadmap - a mobile app that helps undocumented students find scholarships to go to college.

Info: dreamersroadmap.com How to help: Visit Youcaring.com and type in “Dreamer’s Roadmap” to donate

LATINO LEADERS CELLAR

@JFerraez_Latino

CHAMPAGNE, ANYONE?

I

NEED TO CONFESS. I’m not a fan of champagne or sparkling wines. Yes, shame on me! However, it doesn’t mean that I haven’t enjoyed a good glass from time-to-time. Anyhow, a very good friend shared a bottle of Louis Roederer Cristal and once I tasted it, I wasn’t quite impressed. His facial expression said something like “Are you out of your mind??!!”. I was shocked and speechless. After a couple of days, I convinced myself that maybe that day my taste was not as sensitive. I went to my local store and got a bottle of Krug Special Cuvee champagne. I drove back home thinking “This is going to be it! You are going to start an affair with Champagne!” I chilled it to perfection and had a sip from the tulip shaped glass in the controlled environment of my tasting room, and to my dismay, my perception was the same! Nothing to be impressed of.

I know some champagne lovers would be thinking that I am an idiot for not appreciating some of the best champagnes in the world. But so far, my interest for champagne has only increased, and off I am to educate myself to be able to understand all the goodness, beauty and sparkling enchantment of the bubbles.

My good friend, Gustavo Aviña, chief wine grower at Pine Ridge Vineyards sent me a birthday gift, his delicious Oakville and Stags Leap District both Cabernet Sauvignon 2014 from Napa Valley. As you can guess, I couldn’t wait long to uncork and discover fantastic fruit and concentration. But the best flavors came the following day, in my cellar, when I had another glass of the opened bottles. Caramel, leather, coffee and succulent ripe red and black fruits exploded from the glass with a silky and complex structure. What a great wine! Thank you Gustavo!

Pine Ridge Vineyards “Oakville” Cabernet Sauvignon 2014 Region: Napa Valley Varietal: Cabernet Sauvignon.

Price: $125 Aromas: Blueberry, Cherry, leather Flavors: Chocolate, black berries, pepper, caramel Impression: Powerful, yet delicate Structure: Deep, concentrated, and well-crafted Drink with: Grilled Steak, Carne Asada.

Why I loved this wine? Fruit explodes from the glass as you swirl.

My Rating: 95 pts.

Chateau Pavie Region: Saint-Emilion 1er Grand Cru, Bordeaux Varietal: Bordeaux blend Price: $160 Aromas: Dark fruit, chocolate, espresso beans Flavors: Mocha, plums and minty notes Impression: Explosive Structure: Powerful Drink with: Lamb, Pork Chops Why I loved this wine? Distinctive with ever-evolving fruit.

My Rating: 94 pts.

Arnaud Ente “Meursault” 2007 Region: Burgundy Varietal: Chardonnay Price: $45 Aromas: Vanilla and tropical fruit Flavors: Pear, peach and white flower notes Impression: Complex Structure: Solid and balanced Drink with: Whitefish, Shellfish Why I loved this wine? Shows delicious brie/buttery notes.

My Rating: 92 pts.

48 • January / February 2018