Accord­ing to the Bureau of Labor and Sta­tis­tics, the nation­al unem­ploy­ment rate for the His­pan­ic pop­u­la­tion is 4.9%. Here in the North Bay, that num­ber is even less as you have the wine indus­try, cannabis indus­try, con­struc­tion indus­try, and man­u­fac­tur­ers all com­pet­ing for this valu­able work­force. So how do you com­pete for the work­force you need? We have iden­ti­fied five impor­tant things to con­sid­er when look­ing to attract new His­pan­ic work­ers and cre­ate loy­al­ty with cur­rent ones.

Cul­tur­al Understanding
It is impor­tant for employ­ers to famil­iar­ize and under­stand His­pan­ic cul­ture. This will allow you to bet­ter under­stand, inter­act and appre­ci­ate your His­pan­ic employ­ees and their cul­ture. This will cre­ate a wel­com­ing atmos­phere and help build trust between the employ­er and the employees.

Like the non-His­pan­ic work­force, offer­ing flex­i­bil­i­ty is cru­cial to attract­ing and retain­ing your employ­ees. But what does flex­i­bil­i­ty mean? To non-His­pan­ics, flex­i­bil­i­ty relates to the broad­er term “work-life bal­ance”. To His­pan­ics, the term flex­i­bil­i­ty relates to fam­i­ly and the abil­i­ty to take time to care for fam­i­ly mem­bers both in and out of the country.

Ben­e­fits and Communication
Do your Span­ish speak­ing employ­ees under­stand the ben­e­fits and finan­cial invest­ment you have made in them? Employ­ee ben­e­fits, par­tic­u­lar­ly health insur­ance, are not com­mon in Latin Amer­i­ca, so just pro­vid­ing a ben­e­fits pro­gram with no expla­na­tion will like­ly go unap­pre­ci­at­ed. Many employ­ers are under the impres­sion that just trans­lat­ing these ben­e­fits is enough for a Span­ish speak­ing employ­ee to under­stand them. They may under­stand the words, but not nec­es­sar­i­ly the mean­ing. If your ben­e­fits pro­gram is going to make an impact on attract­ing and retain­ing your Span­ish speak­ing work­force, your orga­ni­za­tion needs to be equipped with the per­son­nel nec­es­sary to not just trans­late but edu­cate your employ­ees on your ben­e­fits program.

Devel­op and Engage
Devel­op­ing your His­pan­ic work­force with things like dif­fer­ent train­ing pro­grams and men­tor­ship pro­grams will help keep employ­ees engaged with your orga­ni­za­tion for the long term. Peo­ple want to help peo­ple who are help­ing them. Fur­ther, you can cre­ate avol­un­taryEm­ploy­ee Resource Group which is an employ­ee-led group that is meant to fos­ter a diverse, inclu­sive work­place aligned with the organization’s mis­sion, val­ues, goals, busi­ness prac­tices, and objectives.

Hap­py employ­ees will ulti­mate­ly lead to more job appli­cants. Devel­op an employ­ee refer­ral pro­gram to incen­tivize employ­ees to refer their friends and family.



by Rosario Avi­la & Andrew McNeil