What We Do

At the LatinX Factor we do Culture & Belonging differently. We operate under the fundamental belief that people want to do the right thing - they often just need to be shown how and given the proper tools to support them in their journey. We use belonging as the foundation for everything we do, believing that all People programming should ladder up to the goal of a true culture of belonging that unlocks the potential of each employee, increases the diversity of your leadership team, and ultimately impacts the customers you serve. 

We provide services to accomplish the your goals by focusing on Transformational Systems Changes, Educational Awareness Courses, Practical Behavior Change Actions and Facilitated Employee Conversations.

The LatinX Factor Programs
& Organizational Support

Transformational Systems Change

Recruiting Process

A full assessment of your organization’s talent acquisition programs and advice on how to use creative methods to address each piece of the recruiting process.

This assessment will include:

  • Diverse slates requirement strategies. 

  • Requisition development strategies that attract a broader audience.

  • Top of funnel pipeline sources and strategy.

  • Mid funnel processes that may be hindering underrepresented talent from advancing. 

  • Evaluating the final slate process to ensure it is inclusive and you are not losing top talent in the final stage of the recruiting process. 

Employee Relations

When a DEI issue reaches the level of an employee relations case things reach a vital point. Our organization will equip your employee relations team with ways to handle difficult DEI situations and to partner more effectively with HR to resolve issues. This assessment includes:

  • How to identify a DEI issue versus an employee relations issue.

  • When to involve your DEI team.

  • How to partner with HR to develop solutions to difficult problems. 

Talent Assessment Process

How organizations assess their talent is critical. We help organizations to ensure that bias and old habits are removed from this system and that cultural nuances are considered when assessing talent.

This assessment includes:

  • Ensuring the way you assess talent is culturally sensitive. 

  • Strategies on how your HR and DEI team can act as advocates for equity during talent conversations. 

  • Thinking about how your organization provides career pathways that are clear to ensure diverse talent sees a path to advance. 

DEI Communications 

In today’s environment employees expect companies to make both internal and public statements when DEI issues happen externally. We can help you craft your messages so they hit the right note with internal and external audiences. This assessment includes:

  • DEI crisis communications.

  • Communicating through employee resource groups.

  • People leader talking points and communication plan.

Reward & Recognition
Leading to Employee Retention 

Few things reinforce a corporate culture more than how an organization rewards and recognizes their employees. We take a comprehensive look at your Total Rewards programs and offer advice on how they can help incentivize the behaviors that lead to a culture of belonging and increased inclusion. Included in this area are:

  • Employee rewards.

  • Benefit plan reviews.

  • Recognition program reviews and suggestions.

  • Traditions that help to reinforce your culture. 

  • Sponsorship & Mentorship Programs 

Educational Awareness Opportunities

The LatinX Employee Experience

Our organization specializes in advancing Latinx leadership within organizations. During this course we teach organizations what they can do differently using our Sí Se Puede Model to advance Latinx talent. 

  • Recruit Latinos Differently: Making the Invisible Visible

  • Retain Latinos Differently: Actions, Not Words

  • Develop Latinos Differently: Breaking Barriers 

Allyship

Traditionally marginalized groups still represent a fraction of leadership positions at most major organizations. This session teaches individuals in the majority population, along with those in underrepresented groups, how to be better allies and rise together. 

  • What is allyship?

  • What makes a good ally?

  • How can underrepresented groups become better allies for each other. 

  • How allyship creates trust within your organization that leads to business results. 

A Culture of Belonging

Belonging is the most fundamental need of every human being. We also believe it's the best entry point to a DEI conversation within an organization because it brings people together rather than dividing them. We base this offering on the research of great thinkers and bring this topic to life in a way that will ground and motivate your organization to continue the DEI path. 

  • What is real belonging?

  • How do organizations create and build a culture of belonging.

  • What is the responsibility of individual employees in a culture of belonging?  

Covering

Imagine having to check half of your personality at the door every time you enter your office. This is what many individuals from underrepresented groups feel they need to do to survive in large organizations. This session teaches the basics of covering and what steps can be taken to allow employees the freedom to be themselves at work. 

  • What is covering?

  • What parts of ourselves do we typically cover in the workplace and the impact it has on productivity.

  • How we can create a culture where employees can cover less and belong more. 

Unconscious Bias Awareness

Unconscious bias is part of the human condition. On the surface it is neither good or bad - but it can have serious consequences if not addressed correctly. We introduce the topic using science and research in a human and interactive way. At the end of the session not only will employees leave with a better understanding of how unconscious bias shows up but also with actions to take that will immediately start to mitigate against the negative impacts of unconscious bias in the workplace. 

  • What types of bias show up most often in the workplace and when.

  • Learn to identify processes that bias can impact. 

  • Recognize bias as a part of the human condition although one that can interfere with your organization’s culture of belonging. 

  • Learn how to address unconscious bias when it takes place and prevent it from happening to begin with.

Employee Resources Groups

Employee Resource Groups (ERGs) are often made up of passionate employees trying to improve the culture of an organization. The problem is that many of these groups are spending time and effort on events and programs that have little impact on the goals they are trying to achieve. We provide strategic advice to ERGs on how to become more effective, engage their members in a different way, and provide value to the business. 

  • What are the functions of an effective employee resource group?

  • What are the biggest mistakes an employee resource group typically makes?

  • How employee resource groups can better support business opportunities. 

Other Services

Practical Behavior Change Models

New habits start with new behaviors. Our organization provides scalable tools based on science, research, and best practices which will help to create sustained behavior change within your organization, leading to new, inclusive habits. We coach your organization on how to implement these tools in a way that sticks and will have a lasting impact. 

  • Decision-Making.

  • Teaming & Allyship.

  • Empathy & Vulnerability.

Facilitated Employee Conversations

When big things happen in the DEI space employees want to talk about them. Holding these conversations is important but can go down an unproductive path if not done correctly. We provide expert facilitation on difficult topics through our years of experience in the DEI space. 

  • Small group conversations & empathy building exercises.

  • Large-scale employee conversations.

  • Preparing your team to host future conversations.