I have worked from home and have been a “stay at home parent” for over 13 years. My dual career has provided rewards and challenges but never regret. Career opportunities have presented themselves over the years, but none promised the flexibility or incentive to swap my current life with another. I realize other families don’t have a similar choice. I’m fortunate.
This morning’s NYT article about working moms and stay at home fathers is fascinating. It captures many of the career and parenting issues our family has encountered and still manages. In our case, choices were easier than those shared by parents in the article (or the comments section).
The article focused on mothers working in the financial industry, a very high-demand career. However, I think the issues are applicable to any industry or couple. As a Latino, my experiences as a stay at home father added a layer of cultural stereotypes and traditional beliefs. Imagine being a Latino stay-at-home father in the deep South – that was me!
I encourage you to read through the comments on this one – some interesting stories.
Andrés Tapia does a wonderful job of describing how the concept of diversity and inclusion must evolve beyond Diversity 1.0. Indeed, these terms have outlived their original intent and have become multidimensional. Enjoy!
This is a great piece by The Atlantic regarding race, gender, and the workforce. An interesting comparison of participation rate of Latinos, women, and other demographic groups. The disparities among Latinos and African Americans can still be attributed to one underlying issue, education:
Blacks and Hispanics, who make up about one-quarter of the workforce, represent 44 percent of the country’s high school dropouts and just 15 percent of its bachelor’s earners. Until we can close the difference between those numbers, it’s unlikely that the workforce’s unyielding racial stratification will improve.
A recent California study shows Latinos disproportionally attend community colleges after graduating from high school. Why? The study points to several challenges faced by Latinos:
Previous research has found the concentration of Latinos in the public two-year sector to be attributable to many factors, including the relatively low cost, geographic accessibility, and curricular and program flexibility of community colleges (e.g., Crisp & Nora, 2010; Nora & Crisp, 2009). Researchers have also pointed to systemic disparities in K-12 school quality experienced by Latinos and the consequences that attending disadvantaged and underresourced schools have on Latino student college readiness (Nora & Crisp, 2009).
Apologies! I realize that my last post was a couple of months ago – but for good reason.
I was in the process of relocating to New York. No, not the Big Apple, although I’m only a short drive or train ride away – the capital, Albany. I’m excited to be back in this part of the country; however, I will miss many of the colleagues and friends I made in the Midwest.
During my time in Madison, I had the good fortune to meet many inspiring Latino leaders who are working hard to empower and support an emerging Latino community. I jumped right in and was honored to serve on the board of Centro Hispano. I also helped set the foundation for the first Latino professionals organization in Madison. I’m confident significant opportunities still await the Latino community there.
The Capital region is certainly a much different environment, and in many respects, includes a much smaller Latino community as compared to Madison. Nevertheless, I’m looking forward to meeting and networking with the Latino community in my new home of New York.
Four thought leaders weigh in on the state of Latino leaders in the workforce. Excerpts below – full article here:
Phyllis Barajas, Founder and Executive Director of Conexión
One is the fact that the pipeline to upward mobility for Latinos is faulty. It is not only about being educated. It is also about the type of jobs performed and networks that Latinos become part of in the workplace.
Juana Bordas, President of Mestiza Leadership International
Strategic thinking and the ability to analyze and synthesize information are key leadership functions that require objectivity. These actions often necessitate a mental separation from a problem or group. This can sometimes be difficult for Latinos because the culture is much more feeling and process oriented.
Darío Collado, Program Manager of the Latino Leadership Initiative (LLI)
It is going to be very interesting to see exactly how the access to power through leadership positions will transform and influence the power structure in mainstream environment that is still to be realized.
Dr. Robert Rodriguez, President of DRR Advisors.
As more Latinos view their heritage as an asset, their leadership potential grows. Corporate Latino leadership development programs are also flourishing further accelerating the growth of Latino leaders.
National Geographic’s Racial Card Project highlights what we already know – we’re fast becoming a nation of mutts.
The six-word tales that have poured into the Race Card Project create a portal that allows us to dive beyond the surface into the deeply nuanced issues of racial ambiguity and cultural identity. They are by no means comprehensive. It is not possible to explain every facet of multiracial life. But the six-word stories present a broad mosaic that informs us in these times and will serve as an amazing archive in the future as we try to understand the years when America was steaming toward a majority-minority status.
Interesting trend shows that an increasing number of Latinos are using certification as an alternative educational strategy to enter the workforce faster and with better pay. A Georgetown Center on Education and Workforce report shows this strategy as an option for many low-income students who are not convinced a four-year college degree will pay off.
Certificates with economic value are cost-effective, partly because they are the quickest education and job training awards offered by American higher education. Certificates almost always take less than two years to complete, and more than half take less than one year. They also often pay off more than two-year degrees and sometimes pay off more than four-year degrees.
Florida State student Karen Garza shares advice regarding Latino consumers; however, the same important advice should be understood by organizations targeting Latino talent:
The Hispanic consumer doesn’t want to buy from a company whose only goal is to sell a product, but wants a product that will enhance or add to their cultural identity. What sets the Hispanic market apart from non-Hispanics is that once companies prove themselves to their Latino consumer, they will get not only a happy customer, but a loyal one who is willing to tell others about a product.
“Our mission with Google for Entrepreneurs is to grow entrepreneurial communities and equip them with the resources and technology they need to tackle big ideas and build great companies,” said Mary Grove, Director of Global Entrepreneurship Outreach at Google.”
It’s exactly what Google is doing in partnership with Manos Accelerator, a mentorship-driven program that provides education, resources and guidance for promising startup companies led by Latinos.