From September 15th – October 15th the United States celebrates National Hispanic Heritage Month, celebrating the numerous contributions that generations of Hispanic Americans have made to the country. To some this month may pass by without notice, but to many of us, including myself, it is a time to celebrate our unique culture, our traditions. Additionally, it’s a time to reflect on the challenges we’ve faced as an ethnic community and the fantastic opportunities we face today.
The Hispanic population in the United States has reached 57 million, making Hispanics the second largest population in the nation and the nation’s largest ethnic group[1]. However, when we look at the technology workforce it tells a very different story.
Hispanics comprise 15% of the US workforce, however, only 7% of technology jobs. Additionally, only 8% of computer science and engineering graduates are Hispanic (vs 57% white), and only 12% of Hispanic computer science and engineering graduates even go into technology jobs (vs 40% of Asian graduates)[2]. Hispanics are considered some of the savviest and most frequent technology users in the US, so where is the gap coming from?
When I began my career in tech at Intel Corporation, the story was the same. I was the only Hispanic female working in the finance organization with a graduate business degree, surprised at the severity of our under representation. However, what surprised me even more was what the company was doing to reverse this trend. Located in a community with a high percentage of Hispanics, Intel was vocal about their commitment to have a diverse workforce that was representative of the headquarter community. I knew it was my time to advise the company’s Latino employee resource group (ERG) that was central in helping the company recruit and retain Hispanic employees.
The experience was career and life-changing in many ways– I met colleagues that shared the same interests. I learned how to motivate others, gain visibility and develop leadership skills that were vital to my career growth, during my 13 years at the company.
Even more so, I felt a part of the solution– My hours spent mentoring youth, and attending recruitment events, was creating a pipeline of diverse talent for the company, and ensuring that stand out Hispanic employees had the chance to demonstrate their unique value.
An authentic commitment to inclusivity is tangible.
Symantec’s commitment to equality and inclusivity is something that has impressed me from the moment I walked through the door. I quickly joined the Symantec Women’s Action Network (SWAN) and was amazed at the authentic investment in supporting females. From events, to articles, to professional development opportunities, the company’s intention to change the status quo was so clear.
Although, I am still very new to the company, I expressed my interest in joining the HOLA ERG and on Thursday, 9/29 we held our first event in honor of National Hispanic Heritage Month. The momentum for HOLA is still growing at Symantec, but I look forward to leading the charge and bringing my experience from my time at Intel.
Rose Mendoza is Symantec's Marketing Programs Manager, Website Security
[2] The New York Times, February 25, 2016: Why Tech Degrees Are Not Putting More Blacks and Hispanics Into Tech Jobs