| 01 February 2010
Adrian Rosado admits he has a chip on his shoulder. But it’s a good thing. In fact, as a 25-year-old Latino armed with self-confidence, fierce determination and an MBA, it’s what drives him.
“When my parents were growing up, there was no such thing as a Latino MBA, whereas now we’re able to go into different industries and make our presence felt,” says Rosado, a business analyst for Business Systems of America in Chicago. “As a Latino, I go in assuming I have a strike against me because I’m the first generation to make my mark in this industry. As a Latino Millennial in the business field, I have a lot to prove. The microscope is already on me.”
Rosado is part of a growing demographic of Latino Millennials shaking up the business world with their bold outlook and desire to carve their own path to success. Millennials is a term used to loosely identify the generation born after 1980 that entered the workforce after 2000.
Like most Millennials, they are ambitious, technologically savvy, open-minded, risk-takers, multitaskers, team players and socially conscious. Latino Millennials in particular are a pivotal group to watch as they enter the workforce in unprecedented numbers with fewer barriers, more education and unlimited potential than previous generation of Latinos.
But here’s the trick: They’re special. And they know it.
As a whole, this generation approaches work very differently than the Baby Boomers or Generation Xers. They bring a distinct set of attitudes, values and expectations to work – and in the process are redefining what it means and what it takes to be successful in today’s world.
“They are definitely a group that we haven’t really seen in corporate America,” says Marcia Vargas, an independent human resources executive and former vice president of inclusion and diversity for McDonald’s USA. Vargas describes some of the traits that characterize this generation: “They are probably the most technologically savvy group that we’ve seen. They don’t see technology as something that helps them be more effective. It’s at the core of who they are, and they can’t imagine a world without it.
“As a group, they’ve probably been more coached, more protected than any other generation before them. The end result is that you get a workforce that really feels like they are extremely special. There really isn’t anything they feel they can’t change or impact or positively influence.
“They really are very civic-minded, probably the most globally focused generation. They care. They care what’s happening in India, in Iraq, in other parts of the U.S.”
As Latinos, their ability to navigate two worlds in an increasingly multicultural society, among other traits, is translating into serious advantages in the workforce. Latino Millennials understand the power of hard work. But whereas their parents’ and grandparents’ generations might have defined success as a decent job, good income and sense of stability, Millennials’ definition of success is much more ambitious.
“Millennials are empowered. They don’t see the same barriers their parents did. They are much more risk takers, much more likely to challenge authority than their parents were,” Vargas says. “They probably have aspirations that are definitely much higher and broader than just having a stable job. They are looking to make a difference. Looking to be leaders.”
So what do Latino Millennials need to thrive in the workforce? “I need to know that I am trusted to make decisions. If I crash, it’s a learning experience.
If I hit a home run, we all excel, right?” Rosado says. “In my work setting, I need the ability to be creative, the ability to use all my resources.”
In return, Rosado says he brings to the boardroom table an open mind and a sense of skepticism. “I’m a brand new MBA. I’m not set in any way, shape or form. If you present me with a project, I would creatively get the job done instead of going to a manual and following step one, step two, step three…I would like to be as efficient and effective with my time as possible,” he says. “As a Millennial, I bring skepticism. I question the status quo and I question the standard. I question authority. Once you start questioning the status quo, people start listening, and once people start listening, that’s when you are able to make an impact.”
LOOKING FOR RESPECT
Vanessa Torres, 24, became director of youth development at The Miracle Center, a Chicago-based Christian nonprofit that offers programs to children, youth and families, at the young age of 22. Her multifaceted role means she wears many hats, from mentor, to event planner, speaker, marketer, fundraiser and grant writer, and demands all the energy the vivacious Puerto Rican young woman can muster. “We want to make sure our voices are heard. That we’re making some type of noise,” she says.
What keeps her going is simple. “Being passionate about what I do,” she says, brown eyes growing wider. “That’s what really drives me. At the end of the day, what are you going to leave? What’s your legacy?”
Yaneli Gomez, 25 (left), an accountant with Aon Corp., sums up what she values most in a work dynamic in one word: respect.
“I want to work in a place where my coworkers respect me, where my bosses respect my ideas and work ethic,” Gomez says. While a junior rank, the recent DePaul University graduate is often sought out by upper management for technical help with an Excel or PowerPoint presentation. “I would like to work for someone who embraces my ideas, who is open to change. Sometimes we know shortcuts to things that will save so much time instead of doing things the way they’ve always been done.”
Her fluency in Spanish proved beneficial early on in her career. She was part of an elite group chosen to travel to Mexico City twice to help with an international audit because she spoke the language.
Companies that pay attention to the unique mindset of Millennials and tailor approaches to best resonate with this niche have a greater chance of retaining this talent. For example, Millennials value feedback, they want to feel like they are contributing to a bigger purpose, and they demand a work/life balance.
“I want to make a difference, but I also want to enjoy my life,” says Rosado. “I approach my life as what it is. I’m here to perform, to produce, to be a positive productive member of this team. At the same time, I have other teams to be a part of.”
“It does require companies to be much more creative in how they recruit and, more importantly, retain [employees],” says Vargas. “Millennials will not stay in a company that doesn’t meet their needs. If they don’t feel fulfilled, they’re gone.”
Companies who find ways to honor and celebrate their Latino Millennials’ heritage, as well as truly celebrate the individuality of each employee, are ahead of the game when it comes to this group that is both fiercely proud of their heritage and able to seamlessly blend in with the Anglo culture, Vargas adds.
Roger Jimenez, co-founder and director of client relations at Talent Solution Partners in New York, says this generation offer tremendous advantages to workplaces if nurtured properly. For example, “everything these days is interwoven and interdependent. Their ability to work in teams is a phenomenal advantage,” he says.
As challenge seekers, they also hold a lot of promise, he says. “They are the people that are willing to take on the most difficult challenges within an organization. If you have this outlook, the rewards are very great. There is an opportunity, if you are willing to take on risks, to really catapult your career much earlier and much faster than others who don’t have the same outlook.”
Many of the negative stereotypes surrounding Millennials – notions that they are difficult to manage, high-maintenance and unwilling to work as hard as previous generations – stem from a lack of understanding, says Jimenez. “Someone who is constantly seeking challenges, clarity and feedback and is not afraid to voice concerns can be seen as difficult to manage.”
And it’s not that they don’t want to work hard, experts say: Millennials thrive in demanding roles, as long as there is a balance and respect of personal time.
Encouraging dialogue between employees and employers about both sides’ expectations and needs is key, Jimenez says.
At the same time, it’s important for Millennials to take the time to learn about previous generations and find mentors in older colleagues, says Vargas, saying a little humility can go a long way. “Millennials should not assume that they know everything,” Vargas says. “They should recognize that though they have access to information and technologies to find answers in a split second, there are people within the organization who have actually been there and done that.”
Torres agrees. While her technological prowess has allowed her to take the lead in increasing the mobility and visibility of The Miracle Center by introducing it to Facebook and Twitter, she’s also a willing student, constantly soaking up knowledge from her Baby Boomer mentor Mary Santana, the executive director of The Miracle Center, and the other members of her close-knit “work family.” “I’m like a sponge,” Torres says.
While opening up new worlds, technology can sometimes close us off too, notes Gomez, who says she admires the old-fashioned communication skills of some of her older colleagues. “We’re heavily dependent on technology. We’re IM-ing [instant messaging] each other, they walk over to our desk. Instead of sending an e-mail, they’ll pick up the phone,” Gomez says. “Sometimes it’s a better way to communication and avoid misunderstandings.”
FUTURE IMPACT
For hiring experts like Vargas and Jimenez, this generation of Latinos is exciting to watch. Many of them are viewed as the “promise fulfilled” in their families and communities. And they are poised to make some noise.
“As we see [Latino Millennials] come into the workforce, we see a group that is very promising, very well-educated, technologically savvy, moving into positions of influence that perhaps we’ve been underrepresented in [previously],” Jimenez says. “The impact that we will see of this group in 10, 15, 20 years down the line is going to be very significant.”
Rosado is already focused on the finish line. Persistence, after all, is part of the Latino DNA, he says.
“If we’ve made it this far, we want the whole pie,” says Rosado, whose five-year career plan includes heading up a division within a prominent marketing firm and, long-term, becoming president and CEO of his own consulting firm. “We’re increasing our numbers every year. We’ve never had this ability to get in this position. Baby Boomers are starting to retire, and we’re next in line.”
“It’s our turn,” Rosado says.
SIDEBAR
Tips For Managing Millennials
• Take advantage of this generation’s comfort working in diverse teams.
• Provide challenging assignments to keep them engaged.
• Give regular and honest feedback and set clear expectations.
• Respect work/life balance.
• Provide opportunities for Millennials to learn from other colleagues of different generations.
• Find ways to honor and celebrate their Latino heritage and individuality.
• Implement mentoring and leadership programs as key retention tools.
Sources: Roger Jimenez and Marcia Vargas
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