Pay equity, discrimination and the lack of representation are universal challenges for historically marginalized groups. Yet, the data is far more compelling for those with intersectional identities such as Latinas, a term used to describe women from Latin America.
In my interview with Julissa S. Germosén, author of Latina Madrina: Stories, Lessons and Hard Truths from a Brown Latina in Tech, she describes the challenge Latinas face as a significant business problem. “Only 2% of Latinas are in leadership in corporate America. Being a part of that small group, I wanted to advocate for more Latina representation. Sadly, the system is not created for you. I don’t want them to be surprised like I was,” Germosén asserts.
Germosén wrote the book she wished she had had early in her own career. “I wished I had someone that experienced the nuances of being othered and could have helped me grow in my career, much like the madrina (godmother) in Latin culture.”
October 3 is Latina Equal Pay Day, when we recognize the wide gap in pay between Latinas and white, non-Hispanic men. “The pay gap robs Latinas working full-time, year-round of $2,538 per month, $30,450 per year and $1,218,000 over a 40-year career,” according to the National Women’s Law Center. That’s why we need more allies advocating for Latina representation and pay equity.
To be a madrina is to be an ally. For the next generation of Latina leaders, Germosén recommends ditching the myth of meritocracy, finding your allies and advocating for what you want.
Ditch the Myth of Meritocracy
As Germosén reflected on her journey, she realized that the messages she absorbed as a child hindered her when entering the corporate world. “There are messages that Latinas have been told that no longer serve us. As a first-generation immigrant, I was told to work hard and that hard work would pay off. I did not realize I needed to be able to ask for help and guidance, and ask for mentors and sponsors,” Germosén explains. This myth of meritocracy, while well-intentioned, is often untrue in application. People from historically marginalized groups usually have to work harder to achieve the same success rates as the dominant group.
Latinas are often the first and only representative of their demographic on leadership teams, and they are often surrounded by mostly senior-level white men who have not worked with many Latinas in their careers, thus these men often do not know how to be allies. Yet allies are critical for career success.
Find Your Allies
Germosén shares, “I wished I had a madrina or ally to help me advocate for myself, push back and teach me how to have conversations at different levels of the organization. I relied heavily on faking it until I made it and had to figure it out on my own. I didn’t know how to get mentors and sponsors.”
Allies are often the people who see something in you that you haven’t yet seen in yourself. They hold up the mirror for you to know your strengths and your opportunities. They tell you what you need to hear, not what you want to hear.
“Allyship starts with building a network. People saw my work and believed in me, even when I did not. I was able to build allies and relationships, and they found me. I had to learn on my own how to navigate the organizational chart and find sponsors. Sponsors change, too, and you have to pivot as they move on to other organizations,” Germosén adds.
Advocate For What You Want
Without support, Latinas often struggle to advance in their careers at the same rates as the dominant groups. “It starts with Latinas really thinking about what they want. Is it time, money, having an impact, leadership or some other motivator? If we have trouble answering, it will be hard for others to help as allies,” Germosén notes.
Germosén’s journey from senior leader to madrina highlights the challenges Latinas face in corporate America and provides practical advice on how to navigate the hierarchy and succeed in the workplace. Germosén emphasizes the importance of ditching the myth of meritocracy, finding allies and advocating for what you want.