Great infographics shared by the U.S. Census comparing 1940 to 2010. More graphics via the link, but I wanted to highlight the two below. First, most populated states then and now correlate with the growth of Latinos in California, Texas, Florida, the Northeast, and to some extent, Illinois. Secondly, Latinos were not even on the radar in 1940, likely interned in the “Other” category. As of 2010, a whopping 16.3% of the U.S. population.
Great piece via the Atlantic on how NOT going to college actually costs (society) more than going. Despite increasing tuition costs, some studies show that the cost of those not going to college is a drag on the overall economy and growth of the country. There have been a lot of arguments these days regarding the worth of a college degree but this study, at least, shows it pays off. Great links included, too.
I’m the first to advocate that employee resource groups (ERGs) or affinity groups can benefit organizations. It’s a fundamental part of any organization’s diversity and inclusion strategy. Like many company ERGs, they’re managed within the umbrella of existing business functions, as they should be, in order for them to have a significant organizational impact.
But while ERGs are certainly beneficial to the organization, an overdependence on them could potentially disconnect a company from its external network, community, and constituents.
How is your ERG engaged with the community it represents? What opportunities is it fostering to have an external community impact? And more importantly, is your ERG serving as an innovative conduit by bringing in ideas and trends from outside of the organizational bubble?
An effective ERG should balance its internal and external development goals; it should include a framework that balances internal needs with a value proposition to external constituencies.
According to this report by Pew Hispanic Research, Latinos and Asians experienced a faster rate of growth in jobs than other demographic groups; however, the devil is in the details:
The differences in jobs growth across groups largely reflect the differences in population growth. From 2007 to 2011, the Hispanic working-age (16 and older) population increased by 12.8% and the Asian working-age population increased by 10.9%. However, the white working-age population grew only 1.3%, and the black working-age population increased by 5% in this four-year period. Since much of the addition to the workforce is Hispanic and Asian, their share in employment growth is high.
Idaho has the 15th highest proportion of Latinos in the nation. Today, roughly 11% of Idahoans are Latino, compared to 5% in 1990. It’s great to see leadership initiatives like the one below happening all around the country – yes, even in Idaho! Organizations must begin realize that Latino talent can be found beyond traditional areas of the country. Check out the video below to see why. Kudos to the U.S. Hispanic Leadership Institute for their efforts.
Internal referrals and job boards are still the top two sources for filling job openings. Interesting numbers supplied via ERE and Silk Road Ink. Social media near the bottom (3.5% ) but 2011 was the first year social media was included in such a survey. Note Monster’s place on the list – corresponds to my earlier post here.
I had the pleasure of meeting Sarita Brown (photo) from Excelencia in Education last year at the LATISM ’11 Conference in Chicago and was able to express my gratitude personally. The organization’s latest report begins to address what I’ve been blogging about for the last three years. According to Ms. Brown:
Corporate leaders have expressed both their desire to hire more Latinos and their frustration at not knowing where to find Latinos with the necessary educational credentials in their sectors,” said Sarita Brown, president of Excelencia in Education. Therefore, we are using our unique analytical focus to provide practical information to address this need and make the direct connection between Latino college completion and America’s future workforce.
Excellent information in the report and important insights for organizations that want to understand, attract, and recruit Latino talent. Check out the video below that describes Excelencia’s participation in the Ensuring America’s Future initiative.
If you have some time, listen to this interesting podcast via Duct Tape Marketing with college recruitment guru Lindsey Pollack regarding hiring the “next generation.” Indeed, the next (current) generation is unlike any other in recruitment history. When you consider the cultural and demographic shifts occurring in the country, it’s valuable listening. If you layer Latino cultural factors over this discussion, you’ll see why attracting Latino talent demands a different approach. Direct link to podcast here. Enjoy!
This a good piece over at ERE regarding consumer and employment branding and how often both aren’t in sync with each other. From a Latino talent perspective, organizations often think (particularly consumer goods companies) the popularity of their brands with Latinos will consequentially attract them.
While this is true in some respects, it could have an inverse effect: if you’re products are so popular with Latino consumers, why aren’t Latinos equally represented within your workforce?