Issuu on Google+

Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

1


RESEARCH FINDINGS BREAKDOWN SUMMARIES Summarized below are the results shown cumulatively, followed by a breakdown by specific category of management professional and then by age group. ALL LATINA PROFESSIONALS  1st priority is to work for a company where they feel they have a greater purpose; where they feel they are making a positive impact.  2nd priority is to work for a company that develops their leadership skills; preferably a culturally relevant leadership program. They want to be put into leadership programs within their organizations to grow and evolve and move up in the organization.  3rd priority is to work for a company that pays them very well.

BY POSITION CATEGORY MIDDLE MANAGEMENT LEVEL o 1st priority is to work for a company that develops their leadership skills o 2nd priority is to work for a company where they feel they have a greater purpose o 3rd priority is to work for a company that pays them very well

Latina Corporate Mid Managers Want to Work for a Company… Who values women more Who values my Latino culture Where I feel I fit in Who is more flexible with my family needs That provides me with leadership development Where I feel I have a greater purpose That pays me well That I feel cares about me 0%

10%

20%

30%

40%

Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

50%

60%

70%

2


SENIOR MANAGEMENT LEVEL o 1st priority is to work for a company that develops their leadership skills o 2nd priority is to work for a company where they feel they fit in o 3rd priority is to work for a company that pays them well and provides them with a greater purpose

Latina Senior Managers Want to Work for a Company… Who values women more Who values my Latino culture Where I feel I fit in Who is more flexible with my family needs That provides me with leadership… Where I feel I have a greater purpose That pays me well That I feel cares about me 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

EXECUTIVE LEVEL o 1st priority is to work for a company where they feel they have a greater purpose o 2nd priority is to work for a company provides them with leadership development o 3rd priority is to work for a company that values their Latino culture

Executive Level Latinas Want to Work for a Company… Who values women more Who values my Latino culture Where I feel I fit in Who is more flexible with my family needs That provides me with leadership development Where I feel I have a greater purpose That pays me well That I feel cares about me 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

3


BY AGE GROUP 20 - 30 YRS. OLD o 1st priority is to work for a company provides them with leadership development o 2nd priority is to work for a company where that pays them well o 3rd priority is to work for a company where they feel they have a greater purpose

Latinas Mid-Senior Managers Ages 20-30 Want to Work for a Company… Latinas Mid-Senior Managers Ages 20-30 Want to Work for a Company… Who values women more Who values my Latino culture Where I feel I fit in Who is more flexible with my family needs That provides me with leadership development Where I feel I have a greater purpose That pays me well That I feel cares about me

27% 25% 37% 22% 81% 44% 72% 40%

30 - 40 YRS. OLD o 1st priority is to work for a company where that pays them well o 2nd priority is to work for a company provides them with leadership development o 3rd priority is to work for a company where they feel they have a greater purpose

Latinas Mid-Senior Managers Ages 30-40 Want to Work for a Company… Latinas Mid-Senior Managers Ages 30-40 Want to Work for a Company… Who values women more Who values my Latino culture Where I feel I fit in Who is more flexible with my family needs

27% 19% 46% 44%

That provides me with leadership development

55%

Where I feel I have a greater purpose

54%

That pays me well That I feel cares about me

60% 44%

Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

4


40 - 50 YRS. OLD o 1st priority is to work for a company who is more flexible with my family needs o 2nd priority is to work for a company that pays me well o 3rd priority is to work for a company where they feel they have a greater purpose

Latina Corporate Mid-Senior Managers and Executives Ages 40-50 Want to Work for a Company‌ Who values women more Who values my Latino culture Where I feel I fit in Who is more flexible with my family needs That provides me with leadership development Where I feel I have a greater purpose That pays me well That I feel cares about me 0%

10%

20%

30%

40%

Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

50%

60%

70%

5


RESEARCH FINDINGS DISCUSSION - BY DR. YASMIN DAVIDDS Results Appear Consistent with American Latina Values Overall Qualitative Findings As a whole, the Latina professionals surveyed articulate two very clear messages to corporate America.  

Make us feel the work we do contributes to a greater purpose, besides only a bottom line; and Develop us to our full potential and enable us to take the leadership positions to which we aspire.

These views are consistent for these Latina professionals surveyed, regardless of age or position. Discussion General A large majority of Latinas in the United States were born to immigrant parents who came to the U.S. to be able to offer their children a better life. Many of these immigrant parents have limited formal education and often work at jobs involving manual labor or dexterity, rarely earning more than minimum wage. The daughters of these immigrant parents, are often the first to attend and graduate from universities and colleges. Those that choose to venture into the corporate world, at best, have had limited exposure, if any exposure, to role models or experiences that enable them to learn or understand the skills necessary to achieve and succeed in leadership roles within an organization. Correspondingly, even those Latinas who may attain a management position within corporate organizations, often have little training and often less opportunity to obtain the training, required for success in those positions. Many first and second generation Latinas have grown up as Americanas, but have been raised as Latinas. While their bicultural existence and diversity is undeniably a characteristic that can contribute broadly and offer valuable talents, lack of organizational understanding and real acceptance, can create conflict in the behavioral perceptions and gaps between the qualities perceived necessary (or that should be necessary) for success between Latinas and the organizations. Although often quite challenging, understanding the conflicts and bridging these gaps, by both Latinas and the organizations that seek to enlist their formidable potential for contribution, can be not simply a win-win for both, but a true contribution to the growth and sustainable competitive advantages of many organizations. As gifts, they are unique resources and perspectives that Latina managers bring to organizations. As challenges, Latina mental models clash with Anglo corporate culture mental models and their pervasive and unexamined influence as dominant scripts, which determine organizational practices, guidelines for advancement and corresponding assessments and expectations regarding how they ‘fit in’ and not just how, but whether they can be effective in management and leadership positions. Thus, Latinas realize their mental models result in disadvantages and a lack of opportunity. Behaving or acting in accordance with a different set of cultural scripts and perceptions and being measured by those behaviors and actions, Latina managers are usually found lacking. Given this backdrop, it should not be surprising to appreciate why Latina managers consistently rate leadership development as the second most important corporate characteristic of the type of company for which they want to work. Latinas in Mid-Management Positions Latinas in middle management roles have usually obtained these positions without much formal leadership development. They have learned how to succeed on their own. Yet, they have reached an organizational midpoint at which they realize that having ‘made it’ this far, they acknowledge openly Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

6


they are not likely to reach higher levels of management or leadership, without formal training and development. At this career stage, Latinas are looking to and aspire to follow a leadership program that will provide them with the skill sets and experiences - a trajectory – necessary to reach the next levels of management leadership. In this study, we found that less than 1% of Latinas in middle management positions had any leadership program or plan in place. Indeed, we learned that when many of these Latinas requested any form of formal leadership planning or development from their employers, the common response was that no leadership plans, only performance reviews, were provided. The reality is that a performance review, even a well done and well intentioned review, can only tell you what you did or did not do right and how your past performance is rated. It does not provide you with a leadership plan with milestones and objectives to reach the next level, nor does it enable an individual to understand and be afforded the opportunity to overcame any deficiencies or gaps in knowledge or experience that are identified in the reviews. Reviews simply chronicle the past, the rarely, if ever, lay the groundwork for the future. Thus, the #1 priority for middle management Latinas is slightly different than highest priority for all Latinas as an aggregate sample. Middle management Latinas find it more important to be developed than to find a greater purpose at work. These women are hungry for growth and the corporations who are willing to invest in their leadership growth will win these women over. Latinas in Senior-Management Positions The number one priority for senior level Latina managers is consistent with the mid-managers . . . they are hungry for leadership and development training, solid executive level role models and greater opportunities to gain valuable experience. Their second priority is to work for a company where they feel they fit in. As Latinas work themselves up the corporate ladder, they begin to see less and less people like themselves - - - Hispanic females or even Hispanic males. There are many more Latinas in middle management positions, yet fewer and fewer as these individual move up the corporate ladder – fewer not only in absolute terms, but also relative to the population at large and often relative to the organizational demographics in which these Latinas work. This dynamic of wanting to fit in, and the often articulated feeling they do not, is consistent with what Latinas express openly as the typical environment for Latinas who have gained these senior management positions. Having made it to the ‘next’ level, Latinas surveyed indicate they begin to feel strong feelings of isolation and self-doubt and little encouragement, support or assistance from colleagues at or above their level. There is no one around or above them (or perhaps more properly, no one willing) to “show” them how to act, behave or navigate the cultural and organizational politics. Latinas in Executive Level Positions Once Latinas reach a truly executive level within most organizations, their priorities begin to shift. Leadership development is still important as it falls in the #2 spot in our surveyed results for this group, but they appear to have reached the point in their careers at which they aspire to contribute more than in their earlier years. They have worked extremely hard, have overcome immense obstacles, have navigated the corporate politics and are ready for more – more meaningful contributions. Although contributing to a greater purpose has always been important to them throughout their career (either 2nd or 3rd priority), it now takes 1st place in their list of priorities. It is also at this stage that Latinas start settling into their own identities and the feeling that they actually own their ‘inner’ capabilities and strength. They are proud, not only at having made it against difficult odds and challenges, but also of their Latina heritage – they appreciate how much they have Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

7


and continue to contribute to the organization and consequently look for their organizations to better appreciate and value their Latino/Latina culture for others and for the organization, as well. This appears to be why working for a company that values their Latino culture falls 3rd in their list of priorities. These Latinas represent the most self-empowered status Latina professionals have achieved in many organizations. They own their identity, their position and their power. This is the stage where Latinas begin truly appreciating and claiming their own. Latinas Surveyed Categorized By Age Group 20-30 Years Old o 1st priority is to work for a company provides them with leadership development o 2nd priority is to work for a company where that pays them well o 3rd priority is to work for a company where they feel they have a greater purpose The priorities for Latina managers in the 20-30 yr age group is consistent with their value system. Many are new college graduates, ready to learn and grow. Having leadership development as their #1 priority is consistent with their age group. Priority#2 - working for a company that pays them well - is also consistent with their age group. This is the time Latinas are often making real money and are beginning to become financially self-sufficient. The fact that having a greater purpose falls as their #3 priority is also not surprising as there is much for them to do and learn at this age, which takes precedence and priority in their lives and careers. 30-40 Years Old o 1st priority is to work for a company where that pays them well o 2nd priority is to work for a company provides them with leadership development o 3rd priority is to work for a company where they feel they have a greater purpose As Latinas enter the 30-40 range they often begin to have families with greater financial needs. Therefore it is not surprising that earning good pay moves up to being their #1 priority at this stage of their career. Nevertheless, leadership development and having a greater purpose come in at a close 2nd and 3rd place. 40-50 Years Old o 1st priority is to work for a company who is more flexible with my family needs o 2nd priority is to work for a company that pays me well o 3rd priority is to work for a company where they feel they have a greater purpose Because professional Latinas, as well as professional women in general, are starting families later in life than ever before and because this is often the point in family life where children are old enough to be in school and require more family attention in a more physically and emotionally demanding way, they are not yet independent. It appears that the early 40’s is the age where Latina managers begin to look for companies who are more flexible with their family needs and the demands placed on them by their culture and background, consistent with family values. Thus, again not surprisingly, flexibility with family needs jumps up to priority #1 for Latinas in this age range.

RECOMMENDATIONS FOR CORPORATIONS

Research conducted by Dr. Yasmin Davidds, CEO Latina Global Leadership Academy

8


latinas