Despite the fact that the U.S. Latino GDP would rank as the fifth-largest economy globally, Latinas still face the steepest climb up the U.S. corporate ladder in 2025, hindered by systemic bias, cultural taxation, and lack of meaningful support.
Amidst a disconnect between the growing economic impact of Latinas and their stalled advancement in corporate leadership, we highlight the culturally grounded and self-empowering strategies that Latinas can take to rewrite the narrative that corporate culture is lagging to recast.
Latino GDP in the U.S. Is an Economic Force
The Latino population is a force within the U.S. economy that isn’t slowing down anytime soon. According to the 2025 U.S. Latino GDP Report, Latino economic output in 2023 was $4.1 trillion.
Were it a country, the U.S. Latino GDP would rank as the fifth largest GDP worldwide, growing 2.7 times faster than non-Latino GDP in the U.S.
From 2010 to 2013, Latino real consumption also grew 2.9 times faster than non-Latinos, proving to be a real economic engine.
Latinas are also the fastest growing group of entrepreneurs, starting businesses at six times the rate of other groups.
The Steepest Climb Up the Leadership Ladder
Latina’s face “the steepest climb up the corporate ladder” according to The State of Latinas in Corporate America 2024 report by Lean In, based upon 2019 to 2023 data.
Latinas are the most underrepresented of any group at entry level jobs (5% vs 9% of general population) and have the greatest drops (78%) in representation on the way to the C-Suite.
Only 1% of C-suite executive positions in Corporate America are held by Latinas. The data showed two broken rungs on the pipeline ladder: one is at the initial promotion to manager and the other at promotion to VP.
Despite the barriers, Latinas continue to demonstrate the ambition and talent for leadership. Latinas are more likely (71%) than the average woman (63%) to be interested in becoming leaders and to indicate it’s increasingly important to them.
Professional Neglect: A Retention Issue
In her research among Latina leaders, Dr. Zaibis Muñoz-Isme, of American University, explores aspects of “professional neglect” for Latinas in leadership—a phrase shared in conversation by Dr. Sofia Pertuz, workplace cultural strategist.
- Tokenistic inclusion – representing diversity at the table without meaningful support or inclusion in decision-making processes
- Cultural taxation – the burden of being positioned as the lone representative of an entire group
- Lack of mentorship/sponsorship – navigating leadership without the support networks, advocates and guidance that peers have access to
- Dismissal of expertise – having ideas dismissed or co-opted by individuals who lack the lived experience informing them
- Micro aggressions and bias – subtle forms of discrimination that undermine belonging and confidence
Indeed, the Lean In report showed that Latinas do not feel as supported as peers in the corporate world—neither by managers or peers. They are less likely than overall women to report managers ensure they get credit for their work or show interest in their career advancement. And less likely to say that senior colleagues praise their accomplishments or advocate for compensation raises.
Muñoz-Isme also found that Latinas in leadership roles were not as supportive of other junior Latina women as she expected, perhaps due to Queen Bee syndrome. When the culture is not inherently and structurally supportive, it creates strain on those Latina leaders who do manage to break through.
Belonging and Flexibility Matter
Lean In shares that 37% of Latina women report having the “only experience—being the only person of their group identity in a room, compared to 13% of all women. Compared to overall women, these Latina “only’s” are twice as likely to hear insults towards their culture (15% vs 7%), twice as likely to feel they are expected to speak on behalf of their cultural identity (20% vs 9%), and nearly three times as likely to deal with other’s comments on their language skills (21% vs 8%).
Experiencing these micro aggressions more than doubles the odds of feeling burnt out, feeling unable to advance as well as others, and considering leaving the company for a different work culture.
Additionally, while many Latinas remain highly committed to work and community, they do not feel they have the flexibility they need to balance their diverse commitments.
Six in ten Latinas feel pressure towards both family obligations and to succeed at work. According to Lean In, Latinas reported being less able to work remotely, set their own hours, step away from work, or take family time off compared to women overall.
As written by Nathalie Darras in Hispanic Executive, motherhood and professional work are often seen by many Latinas as two divergent paths, a dichotomy that need not exist, but results from the lack of support to balance out life.
Four Self-Empowering Actions for Latina Leaders
With the force that the Latinx population represent in the U.S. economy, it’s inevitable that Latinx leaders will change the composition of leadership, but changing the character depends upon authenticity.
Each Latina leader who brings her whole self to the workplace is going to help drive that change, because it’s people who hold the power to change culture and call organizations to a greater collective accountability.
1) Carve a self-directed career path.
Muñoz-Isme recommends that Latinas embrace a self-directed career path and take initiative in their own goals and advancement wherever possible, leveraging cultural assets.
Latinas can own their relational strengths in finding mentors and sponsors, seeking out allies, and putting your name in for opportunities. Being self-directed also means advocating for yourself, despite cultural resistance around self-promotion, leveraging existing networks of support and building new ones, as well as defining your terms of success.
It’s also important to discern your capacity to thrive in different environments, because not all work cultures are cultivated equally.
As Johanna Diaz, Global Head of Alternatives Product Strategy at Goldman Sachs, recently told us, “In facing challenges or change, I always go back to the questions: Am I in the right place? Am I surrounded by the right people? Am I learning? Am I growing?”
2) Be aware of and leverage cultural scripts and drivers.
For many Latinas, internalized cultural drivers shape behavior and decisions, often in ways that go against the grain of what is being rewarded in corporate culture. Some of these drivers are:
- familismo: the importance of close and extended family relationships as guiding parameter for decision-making
- marianismo: gender beliefs in which women are expected to be selfless, self-sacrificing, and nurturing
- personalismo: creating personal and meaningful relationships
- colectivismo: the importance of belonging to a group and recognizing the needs of that group
- respeto: respect granted to others because of formal authority, age, or social power, without questioning
- simpatía: promoting pleasant interactions and positive relationships, while avoiding conflict and disharmony
Embracing culturally relevant leadership means becoming aware of how these drivers influence you, as well as how they can be leveraged as assets within your leadership.
For example, Latinas must challenge the inhibiting influence of respeto and marianismo when it comes to sharing their voices and perspectives. Equally, they can leverage personalismo and colectivismo in building influence through collaboration and strong relationships.
Leveraging the strengths of cultural scripts can help Latina leaders to foster cultural pride, leadership skills, and empowerment.
3) Stay authentic.
Many Latinas have reported checking aspects of self at the door in order to fit into corporate cultural norms. But as the composition of the workforce and leadership changes, slowly and inevitably, so will culture. People ultimately create and influence culture.
While it requires courage and true resilience for Latinas to move in authenticity within a corporate context designed on different values, nothing will compromise your vitality and wellbeing more than contorting your authentic self while trying to fit in.
True belonging hinges on authenticity. It’s important that Latinas let themselves be felt in the workplace and in leadership, so that eventually, the corporate environment responds.
4) Leverage cultural wealth.
Latinas can flip the narrative by owning their cultural wealth: “an array of knowledge, skills, strengths and experiences that are learned and shared by people of color and marginalized groups; the values and behaviors that are nurtured through culture work together to create a way of knowing and being.”
Six forms of community cultural wealth, outlined by Dr. Tara J. Yosso, that Latinas can leverage in leadership include:
- aspirational: the ability to sustain and work towards a vision for the future amidst both real and perceived barriers
- navigational: the ability to maneuver through systems and contexts not historically designed to support you
- social: the ability to leverage community resource and connections in building a network of support
- linguistic: the sum intellectual, social and communication skills obtained through multicultural history, bilingual or multilingual capacity, and experiences
- familial: the cultural knowledge and nuance obtained from family and community experiences
- resistant: the cultural legacy of challenging inequalities and the status quo, and ability to resist stereotypes
Despite structural barriers, cultural bias, and underrepresentation, Latinas are ready to lead and are leading.
By embracing cultural strengths, carving self-directed paths, and showing up authentically. The future of leadership will be shaped not just by who gets a seat at the table, but by how leaders redefine the table itself. Latinas have the vision and the voice to lead in ways that are authentic, inclusive, and transformative.
It is no longer a question of if Latinas will lead, but when. And with every step upward, they expand the definition of leadership for everyone.
By: Aimee Hansen. Alongside years of writing on leadership, Aimee Hansen is the founder of Storyteller Within and leads the Journey Into Sacred Expression women’s retreat on Lake Atitlan, Guatemala. Follow her at thestorytellerwithin.com, on instagram, and via Linked In.
(Guest Contribution: The opinions and views of guest contributions are not necessarily those of theglasshammer.com)
