Hispanic Heritage Month: Honoring Voices, Building Inclusion

Each year, from September 15 to October 15, organizations across the United States observe Hispanic Heritage Month. While it is important to honor Hispanic and Latino/a contributions, true inclusion requires more than celebratory events. It demands meaningful efforts to elevate voices, dismantle barriers, and create pathways for leadership.

To begin with, language itself is central to inclusion.

The Importance of Language and Naming Conventions

It’s important to acknowledge that not everyone identifies with the same terminology. Some people prefer the term Latin/a, others embrace Latine as a gender-neutral option, while others identify with their country of origin (e.g., Mexican-American, Puerto Rican, Colombian). Leaders should be attentive and respectful of these naming preferences and create space for individuals to define their own identity. A one-size-fits-all approach to language can unintentionally exclude or alienate employees. When writing about or celebrating this month, organizations should be mindful and use inclusive language that resonates authentically.

Celebrating Legacy and Leadership

Hispanic and Latino/a leaders have shaped industries, politics, and culture. From Supreme Court Justice Sonia Sotomayor’s trailblazing legal career to innovators in business and technology, these leaders highlight the resilience and brilliance of the community. Within organizations, these professionals bring unique perspectives informed by cultural values of resilience, collectivism, and adaptability.

Beyond Recognition: The Inclusion Imperative

Recognition isn’t only about programs or events, it also extends to language. Leaders should remember that respectful terminology, aligned with how individuals self-identify, is part of meaningful recognition and inclusion.

Recognition without inclusion risks becoming performative. According to the Hispanic Association on Corporate Responsibility (HACR), Hispanics make up nearly 19% of the U.S. population but hold less than 5% of executive roles. Closing this gap requires structural changes.

Steps Leaders Can Take

Expand Recruitment Pipelines: Partner with Hispanic-serving institutions and professional organizations to access talent.
Mentorship and Sponsorship: Create mentorship and sponsorship programs that are representative of your employee population.
Cultural Competency Training: Equip managers with awareness to reduce bias and foster belonging.
Promote Equitable Advancement: Ensure performance reviews and promotion criteria are transparent and free of systemic bias.
Elevate Voices Year-Round: Integrate Hispanic perspectives into decision-making, not just during one month of the year.

Taking Inclusion Further

In addition, inclusion efforts such as ERGs and leadership initiatives are great ways to create space for employees to define and express their identities in the language they prefer. This reinforces the importance of respecting diverse naming conventions as a fundamental aspect of long-term equity.

Organizations should invest in Employee Resource Groups (ERGs), support Hispanic and Latino/a employees in professional development, and ensure leadership visibility in development initiatives.

Honoring Hispanic Heritage Month is an opportunity to celebrate contributions, but the real impact comes when organizations commit to structural inclusion, ensuring Hispanic and Latino/a voices are represented and valued every day of the year.