When we say Latinas are breaking through in every industry, we mean every industry. Just look at the outstanding achievement of Twitch streamer Maria “Chica” Lopez, who has joined the icon series of Epic Games‘ popular game, Fortnite.
As announced by the company, Chica’s icon set is now available in the item store and includes five different costume styles.
The icon set is one of 17 rarity types in Fortnite: Battle Royale. This rarity focuses on notable celebrities, artists, and influencers. The most notable inclusions are emotes (Twitch-specific emoticons that viewers and streamers use to express many feelings in chat) with copyrighted songs and other cosmetics based on streamers and artists.
Chica thus joins professional athletes such as LeBron James and Neymar Jr, pop star Ariana Grande, fellow streamer Kathleen “Loserfruit” Belsten, and others in the Icon Series, which immortalizes celebrities and high-profile content creators with skins and other cosmetics in Fortnite.
Maria “Chica” Lopez is an American Twitch streamer and professional eSports player known for her talent in multi-person shooter games like Fortnite.
Chica started gaming full-time during college and has since garnered over 2 million followers on Twitch, making her one of the most successful streamers on the platform. Maria has also become known for being one of the only prominent streamers to broadcast games in two different languages.
Chica has been a professional eSports player for several years. She first signed with TSM as their first player. Then she signed with DooM Clan and later joined Luminosity Gaming as a content creator and streamer.
Now, the young Latina breaks the glass ceiling and becomes the much-needed representation in the gaming world.
“I take a lot of pride in being not only a content creator but also in my identity as a Puerto Rican woman in the LGBTQIA+ community,” Chica said. “I wanted my Set in Fortnite to be true to who I am. I’ve been able to build such an awesome community within the Fortnite family, and I can’t wait to share my Set with everyone. I’m thrilled to be the first Latina to join the Icon Series.”
When we consider the state of the United States in 2022 both socially and economically, it’s clear that our demographic is shifting and that Americans believe that social responsibility is more important than ever.
Companies that want to stay relevant in this economy need to prioritize diversity, equity and inclusion (DEI) programs and initiatives. A 2017 Cone Communications CSR study stated that 87 percent of consumers would purchase a product that aligned with their own values, and 76 percent would boycott a brand if it supported an issue that went against their beliefs. So, it’s a good time for companies to evaluate what their corporate social responsibility (CSR) looks like and where it needs improvement.
There are four types of corporate social responsibility: Environmental, philanthropic, ethical and economic responsibility- and supplier diversity programs have the potential to achieve all four categories. In a world that’s increasingly looking to employers to create stability and treat employees fairly, supplier diversity programs not only give companies a competitive edge but also make them more likely to maintain high standards of ethics. Implementing diversity, equity and inclusion (DEI) positions businesses to create a positive experience for employees, vendors and the community at large.
Here are three reasons why every company should take supplier diversity programs seriously:
You Get to Be a Leader in Social Responsibility
Companies that choose to focus intentionally on investing in Black and Latinx, women-owned, and LGBTQ+ businesses build trust with their customer base and inspire other business leaders to examine their own company practices. When we create transparency related to how products are sourced and/or hiring and management practices, we put our money where our mouth is, and so will your customers. According to Cone Communications, three out of five Americans believe that companies should spearhead social and environmental change. And eighty-seven percent of Americans said they’d buy a product because a company advocated for an issue they care about.
Although there may be some challenges in finding minority-owned vendors that comply with a buyer’s procurement requirements, there are two solutions to this. One being creating mentoring and training programs for diverse suppliers to help them meet the standards of the certification process. The other is to partner with relevant councils and chambers of commerce that provide these support systems. When value is created through tangible solutions, everyone wins.
Investing in DEI will Foster Innovation and Sales
Treating DEI like an option or something that isn’t deserving of attention means that customers will see that you’re not taking your CSR seriously. Corporate social responsibility initiatives can be the best public relations — as well as marketing — tool. Gen Z and Millennials are experts at spotting inauthenticity. A company that positions authentically with real company-wide efforts and accountability will be viewed favorably in the eyes of consumers, investors and regulators. Honest initiatives attract opportunities and employees that match an organization’s convictions.
CSR initiatives can also improve employee engagement and satisfaction — key measures that drive retention. Finally, corporate social responsibility initiatives by nature force business leaders to examine practices related to how they hire and manage employees, source products or components and deliver value to customers. All of these things create happy employees and customers, which lead to innovation, sales and a good reputation.
You Get to Make an Impact on Structural Inequality in America
Supplier diversity programs are a catalyst for true social impact because thriving small businesses are the lifeblood of the American economy. Strong local businesses create jobs and higher wages, which put money back into the community and drive economic growth. Another plus of supplier diversity is the impact it will have on the company at large and the economy overall. Supplier diversity promotes healthy competition by increasing the pool of possible suppliers. This can lead to potentially lower costs and a better product quality. Not only that, bringing in people from different backgrounds or from backgrounds that reflect the community your company serves can result in better marketing, unique solutions to old problems, as well as innovative ways to meet your customer’s needs.
With midterm elections underway, it’s a good idea for businesses to be on the right side of key issues, including racial and gender equality and environmental sustainability. This gives corporations the opportunity to work collaboratively with businesses in a way that combats racial discrimination, all while empowering the public, creating economic opportunity and enhancing their business.
Yvette Montoya is a Los Angeles native and journalist who is equal parts content creator and writer. She covers everything from issues of spirituality and politics to beauty and entertainment. Her journalistic work has been featured on Refinery29, Teen Vogue, ArtBound, HipLatina, Mitu, and she’s a regular contributor for POPSUGAR.
There are countless Latina influencers out there who have cultivated passionate followings on social media, but it takes a special type of influencer to build both a brand and a business.
And here at Hispanic Executive, we love nothing better than celebrating entrepreneurship.
Meet the Latina business influencers who are transforming their communities—and the world itself.
Retail
1. Ada V. Rojas, CEO and Founder, Vecina Couture
Ada V. Rojas is a mission-driven entrepreneur: all of her business efforts have reflected her desire to celebrate her Dominican American heritage and uplift other ambitious women. Her latest endeavor is Vecina Couture, a luxury loungewear line that’s been spotlighted by Oprah Daily, Essence, Refinery29, and other top outlets.
2. Paola Alberdi, Founder and Creative Director, Blank Itinerary
Paola Alberdi knows fashion. She’s worked with the likes of Chanel, Dior, Gucci, Coach, and Dolce & Gabbana, not to mention lifestyle and beauty brands like Sephora and Givenchy Beauty.
Today, the Mexican American serves as founder and creative director of Blank Itinerary, a bilingual fashion and lifestyle platform that’s earned Alberdi recognition from Forbes, Vogue México, and Harper’s Bazaar.
3. Julie Sariñana, Founder, Color Dept.
Julie Sariñana created clean nail care company Color Dept. to be a one-stop shop for nail art aficionados “who love to be different.” All Color Dept. products feature bold, vibrant colors and are made with wheat, potato, manioc, and corn rather than chemicals and plastics.
In addition to her work with Color Dept., Sariñana runs a popular fashion blog called Sincerely Jules.
4. Julissa Prado, Founder and CEO, Rizos Curls
Afro-Mexican Julissa Prado spent years fighting her curly hair. She was never happy with how it looked, and she never found any hair products that helped.
In the years since then, she’s not only embraced her hair but created a clean, high-quality line of products designed for all curl types. Prado and Rizos Curls have been featured in People en Español, PopSugar, and Forbes.
5. Cyndi Ramirez, Founder and CEO, Chillhouse
A serial entrepreneur with a background in fashion, marketing, lifestyle branding, and hospitality, Cyndi Ramirez has been featured by Refinery29, Martha Stewart Magazine, theSkimm, and Hispanic Executive.
Her latest venture, Chillhouse, is a “multi-point retail concept” that has revolutionized the spa world. Chillhouse offers a wellness-focused self-care experience that includes a workspace, nail art studio, and massage boutique—a true getaway for those in need of deep relaxation.
5. Camila Coelho, CEO and Founder, Camila Coelho Collection
Beauty and fashion influencer Camila Coelho has not one but two businesses: her eponymous clean clothing line Camila Coelho Collection and a clean beauty brand called Elaluz. Her entrepreneurial spirit has earned her features in both Elle and Forbes.
The Brazilian American is also passionate about destigmatizing neurological disorders—she’s been battling epilepsy since the age of nine.
6. Irma Martinez, Founder and Creative Director, Trendy Inc.
A true icon in the fashion world, Ima Martinez has worked with celebrities like Sofia Vergara, Ricky Martin, Shakira, and Enrique Iglesias, to name but a few. Her company, Trendy Inc., specializes in lifestyle services for the production and entertainment industries. Martinez also offers advisory and coaching services as well as courses on the business of personal shopping and styling.
Read more about her career in Hispanic Executive, People enEspañol, the Miami New Times, and Poder magazine.
Consulting
1. Eva Hughes, Founder and CEO, Adira Consulting
Eva Hughes was a huge name in the luxury and media spaces—she served as editor-in-chief of VogueMéxicoyLatinoamérica and as CEO of Condé Nast México y Latinoamérica—before she struck out on her own in January 2018. Her company, Adira Consulting, offers brand strategy advice to clients that primarily come from the luxury sector. She also offers group and individual coaching services.
As noted in her Hispanic Executivefeature, Adira is Hebrew for “strong, noble, powerful.”
2. Victoria Jenn Rodriguez, Founder, Dare to Leap Academy
Victoria Jenn Rodriguez is a business coach and serial entrepreneur who left her high-powered career in the corporate world to start a company of her own.
Her newest business is called the Dare to Leap Academy: it’s an online learning platform where Rodriguez teaches other women how to leave corporate America behind to follow their passions—without giving up their financial stability. Learn more about her in her Hispanic Executivestory.
Fitness and Health
1. Michelle Lewin, Founder, One0One
Venezuelan American Michelle Lewin is one of the biggest names in the fitness world: she is a model, bodybuilder, and cover star for magazines like Oxygen, Playboy, and Muscle & Fitness Hers.
Lewin is also an entrepreneur. She sells health supplements, clothing, and gym accessories and equipment through her website and has her own personal training app.
Continue on to Hispanic Executive to view the full list.
As 2022 comes to a close and the New Years’ resolutions start to flow, you may have “Pursue a New Career” as one of your 2023 goals.
The STEM field is growing now more than ever with jobs in every sector of science, technology, engineering, arts and design and mathematics. Here are the top jobs in the STEM field going into the new year:
Bioengineers and Biomedical Engineers
Bioengineers and biomedical engineers combine engineering principles with sciences to design and create equipment, devices, computer systems and software. They are usually responsible for designing and operating medical equipment and devices such as artificial organs, prosthetic limbs and diagnostic technology. The bioengineering field is one of the highest “in-demand” jobs currently. They are currently estimated to grow at about 10 percent, a much higher rate than average.
Education: Bioengineers and biomedical engineers typically need a bachelor’s degree in bioengineering, biomedical engineering or a related engineering field. Some positions require a graduate degree.
Top States of Employment: California, Illinois, Massachusetts, Minnesota and Texas
Average Pay: $97,410 per year
Physicists
Physicists study the interactions of matter and energy. Theoretical physicists and (including astronomers) may study the nature of time or the origin of the universe. They typically work on research teams to conduct research and experiments about the natural world, but they also work to design and create lasers, telescopes and other scientific equipment that will aid them in their research. Not only are jobs in this field in high demand, growing at about 8 percent, but are one of the highest paid jobs in the STEM field today.
Education: Physicists and astronomers typically need a Ph.D. for jobs in research and academia. However, physicist jobs in the federal government typically require a bachelor’s degree in physics.
Top States of Employment: California, Colorado, Maryland, New York and Virginia
Average Pay: $147,450 per year
Computer and Research Information Scientists
Computer and information research scientists design innovative uses for new and existing technology. They study and solve complex problems in computing for business, science, medicine etc. and have a profound knowledge in programming, complex algorithms and robotics. Many of their day-to-day tasks consist of research, computer work, team collaboration and experimentation. Jobs are growing at a little over four times the normal rate compared to average, with a whopping 21 percent increase.
Education: Computer and information research scientists typically need a master’s or higher degree in computer science or a related field, such as computer engineering. For federal government jobs, a bachelor’s degree may be sufficient for certain positions.
Top States of Employment: California, Maryland, Texas, Virginia and Washington
Average Pay: $131, 490 per year
Software Developers
Software developers create the computer applications that allow users to do specific tasks and the underlying systems that run the devices or control networks. They typically work with cliental to assess the company’s current programming and computer systems and work to create systems that are more efficient and helpful to their needs. They can also be responsible for the creation, development and functionality of computer programs and systems. Software development is a rapidly growing industry with a 25 percent outlook.
Education: Software developers typically only need a bachelor’s degree to work in the field.
Top States of Employment: California, New York, Texas, Virginia and Washington
Average Pay: $109, 020 per year
Information Security Analysts
Information security analysts plan and carry out security measures to protect an organization’s computer networks and systems. They are heavily involved with creating their organization’s disaster recovery plan, maintaining software, monitoring networks and fixing potential and confirmed program threats. They must also keep up to date on the latest news and developments surrounding the tech field. IT Analysts are one of the fastest growing fields in the STEM field at 35 percent.
Education: Information security analysts typically need a bachelor’s degree in a computer science field, along with related work experience. Employers may prefer to hire analysts who have professional certification.
Top States of Employment: Florida, Maryland, New York, Texas and Virginia
Average Pay: $102, 600 per year
Sources: Bureau of Labor Statistics, Oak Ridge Institute for Science and Education, NBC
In a world that’s constantly changing, finding a career that offers job security and steady finances in a growing market can be tremendously comforting. If you’re looking for the best field to pursue, here are some top jobs offering high salaries and exceeding the expectations of the job market. Note: The average growth percentage for any career is eight percent.
Computer and Information Systems Managers
Description: Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals. Typical job duties associated with this position are analyzing technology needs within companies, computer maintenance, cyber-security and keeping up to date with the latest technology trends.
Education Requirements: Computer and information systems managers typically need a bachelor’s degree in computer and information technology or a related field, such as engineering technologies. Many organizations also require their computer and information systems managers to have a graduate degree. A Master of Business Administration (MBA) is common and takes two years beyond the undergraduate level to complete.
Average Annual Salary: $159,010 per year
Job Growth Outlook: 11 percent
Human Resources Managers
Description: Human resources managers plan, coordinate and direct the administrative functions of an organization. They manage the recruiting, interviewing and hiring of new staff, consult with top executives on strategic planning and serve as a link between an organization’s management and its employees. Their duties can entail coordinating an organization’s workforce to best suit employees, designing and overseeing employee benefit programs and handling staffing issues, such as mediating disputes and directing disciplinary procedures.
Education Requirements: Human resources managers typically need a bachelor’s degree to enter the occupation. The degree may be in human resources or another field, such as business, communications or psychology. Courses in subjects such as conflict management may be helpful.
Average Annual Salary: $126,230 per year
Job Growth Outlook: 9 percent
Nurse Practitioners
Description: Nurse practitioners, also referred to as advanced practice registered nurses (APRNs), coordinate patient care and may provide primary and specialty healthcare. Their duties could also include operating and monitoring medical equipment, diagnoses, research, running tests and creating patient care plans. The scope of practice varies from state to state.
Education: Nurse practitioners must have a master’s degree in their specialty. APRNs also must be licensed registered nurses in their state, pass a national certification exam and have a state APRN license.
Average Annual Salary: $123,780 per year
Job Growth Outlook: 45 percent
Physician Assistant
Description: Physician assistants, also known as PAs, practice medicine in teams with physicians, surgeons and other healthcare workers. They examine, diagnose and treat patients. Physician assistants may also research new treatments, conduct health-centered outreach programs and speak on health and wellness.
Education Requirement: Physician assistants typically need a master’s degree from an accredited educational program. Earning that degree usually takes at least two years of full-time postgraduate study. PA graduate school applicants usually have experience caring directly for patients. All states require physician assistants to be licensed.
Average Annual Salary: $121,530 per year
Job Growth Outlook: 31 percent
Software Developers
Description: Software developers create computer applications that allow users to do specific tasks and the underlying systems that run the devices or control networks. They may also analyze clients’ design needs, have a strong understanding of ADA compliancy online, recommend software upgrades and perform software maintenance.
Education Requirements: Software developers, quality assurance analysts and testers typically need a bachelor’s degree in computer and information technology or a related field. Some employers prefer to hire developers who have a master’s degree.
Average Annual Salary: $110,140 per year
Job Growth Outlook: 22 percent
Sources: Bureau of Labor Statistics, The Balance Careers
Open, candid conversations about diversity and inclusion in our society and workplace must continue in order to support the fight for equality. Thankfully, these conversations continue to take place across Bloomberg, in various forms and forums.
One of the goals of these exchanges is to explore different facets of identity and experience from the first-hand perspectives of employees across the firm.
In this edition, we delve into the lived experiences of our colleagues as they have persisted in breaking glass ceilings and bucking conventions, and shows us how we can best support progress for women in the workplace.
Nayla Razzouk, Dubai
“Bring a new perspective, don’t try to blend in, embrace your differences. Learn something new every day. And most of all, be productive.”
Nayla with the UK Royal Marines while covering the Iraq War in 2003
Nayla grew up during the civil war in Lebanon, and naturally ended up covering these conflicts across the Middle East. She joined Bloomberg in 2010 to cover Iraq and energy/OPEC news, and recently took on the role of Managing Editor for the Middle East and North Africa.
In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?
Working as a journalist can have its challenges as a woman, and there are additional challenges in this part of the world, where the circles of power are dominated by men. Often, you’re the only woman in the room or at the front, so it can be intimidating and even dangerous. I’ve encountered situations where people I wanted to interview would try to intimidate me because I was a woman. Some wouldn’t speak to women – I once asked my driver to act as a go-between while I stood behind a door. It can only build character, and this has helped me acquire the confidence to say that I will always find a way to do my job — even more so today, in my new challenge as the first woman to lead the MENA region.
What strengths do you believe your identity and experiences bring to your professional and personal life?
Having grown up and worked in tough environments has helped me acquire assertiveness and an ability to tolerate stress in a calm manner, while showing empathy to others. These traits and experiences were very valuable in leading our teams through COVID-19, making sure everyone is safe, continues to perform well, and knows that they can count on us in uncertain times.
Stephanie Flanders, London
“Though a proud feminist, I would still hesitate to describe any particular attitude or experience as uniquely female.”
Stephanie has been both an economist and an economic journalist — she joined Bloomberg in 2017 and now does both, leading Bloomberg Economics and following a lifelong passion to demystify the global economy for a wider audience.
In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?
When I became the BBC’s Economics Editor, I was the first woman to occupy a specialist editor job. Happily, there have been plenty more since then, and in general I would say that economics has become a little less male-dominated over the course of my career. In a previous role, I was aware that I was paid much less than several male colleagues in similar roles. That’s a challenge I failed to overcome, but overall I don’t feel I have been held back by my gender. If anything, it has given me an edge — it’s striking how many of the major global banks now have female chief economists.
What advice do you have for future convention- and ceiling-breakers?
When you’re making a case for yourself, don’t start with the skills you don’t have. I thought it was just an outdated stereotype until I started interviewing women and men for jobs. So many women really do lead with the stuff they can’t do. It’s extraordinary.
Vandna Dawar Ramchandani, Singapore
“Understand and accept that every person and situation is different, so be empathetic and encouraging, and build trust so women feel empowered to share and take risks.”
Vandna was born and raised in India. She joined Bloomberg in 1997 as a Terminal Sales rep, while living in Jakarta, Indonesia, and is now leading Corporate Philanthropy for APAC.
In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?
In Asia, particularly in India, a woman’s role is primarily expected to be that of a home-maker. I was committed to growing my career — even after having a family — taking on additional responsibility and relocating. When I first took on the roles of APAC Global Data Manager and then Singapore Office Committee chair, the first female in those roles, I did feel nervous about the step up, but there is so much support at Bloomberg, women just need to believe in themselves and lean in.
The biggest challenge is creating a balance that works for you, and often managing your guilt as a mum. There are no shortcuts so you start to run your life through “to-do” lists and constantly prioritize. My social life and personal time became secondary; my work and family were the priority. I wanted to live the life I dreamed of for my daughter and “walk the talk.”
What strengths do you believe your identity and experiences bring to your professional and personal life?
Authenticity, drive, hard work, empathy, and the desire to constantly challenge the status quo! Multi-tasking is not a choice, so you just become good at it. You learn to problem-solve and be creative, which lends itself wonderfully to a career at Bloomberg.
Nita Ditele-Bourgeois, New York
“Take risks and embrace failures. Be determined, never settle, and let your skills speak for themselves; not your gender.”
Originally from the South, Nita was raised in New York at the heart of a family that fostered continuous learning. She joined Bloomberg in 2007 as a Legal Negotiations Specialist, and is now a Product Operations manager in Enterprise Data.
In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?
Last year, after 13 years in Legal, I joined Enterprise Data. I saw an opportunity to leverage transferable skills, challenge myself, and grow. I wanted to be part of an exciting journey with the business from a different vantage point.
After encountering gender stereotypes and micro-aggressions throughout my career, I’ve found that the confidence and determination instilled at young age provided me the resilience and fortitude to address challenges head-on.
What strengths do you believe your identity and experiences bring to your professional and personal life?
Active listening has made the biggest impact. It takes time and intentionality, but the outcomes are enormous: positive engagement, sharing ideas, productivity, and stronger communication between individuals.
Celine Shi, Shanghai
“My experience has really been about breaking ceilings in my own mind.”
A native of Sichuan, China, Celine joined Bloomberg Analytics in 2011 in Singapore before taking on the challenge of expanding team coverage in Beijing. She now manages buy-side product specialists in Shanghai.
In what way have you broken glass ceilings or conventions? What challenges did you face, and how did you overcome them?
Early in my career, I didn’t want to draw attention to my sexual orientation, as I truly believe it has no relevance to how well someone performs at work. I kept my identity as a queer woman to myself, even though Bloomberg has been very supportive and open about our LGBTQ community. I later realized that this secret impacted how comfortable I was with colleagues and friends — I wasn’t being myself. I came out in 2017 and was able to fully embrace my friendships and work relationships, which helped me become more confident and perform better.
What advice do you have for future convention- and ceiling-breakers?
Do not set your own glass ceiling. Many of the women I know feel less confident about opportunities and question themselves: Am I really qualified for this? Do I have what it takes? We should be more confident in the different values and experiences we bring, and give ourselves a chance to be seen.
Deanna Hallett, London
“Seek out individuals and groups of people who will support you, lift you up, challenge you, and affirm your identity and your goals — no one can reach that glass ceiling alone.”
Deanna interned for Bloomberg twice before joining full-time after graduating university in 2019. She currently works in UK government and regulatory relations and is the co-lead for the LGBTQ+ and Ally Community in EMEA.
In what ways have you broken glass ceilings or conventions?
I was the first woman in my family to apply to university, the first to run for local councillor, the first to move abroad, and the first woman to come out as LGBT+ in my family. I faced a lot of challenges growing up, including poverty, and psychological and physical abuse from my father, which was particularly acute when I came out as gay. More broadly, I grew up in an environment where I was just expected to manage, have kids, and then become a full-time mum. It was difficult pursuing my own goals and independence when it didn’t marry the view of what my family expected.
What can our colleagues and communities to do become better allies to women in the workforce?
Actively listen. It’s only by taking into consideration people’s experiences that we can ensure the glass ceiling is shattered for all women — particularly LGBT+ women and women of colour, who are too often left behind.
To create products that serve increasingly diverse customers and solve a wider range of social problems, technology companies need women engineers. However, only 25 percent of math and computer science jobs in the United States are filled by women, and one-third of women in the U.S. and China quit these jobs mid-career due to factors like social isolation, a lack of access to creative technical roles and difficulty advancing to leadership positions.
At Bloomberg, we’ve established a company culture that supports gender equality in a multitude of ways – from company-wide Diversity & Inclusion business plans to a newly expanded family leave policy. But we know that’s not enough. In recent years, we’ve adopted a system-wide approach to increasing the number of women in technical roles, taking steps to remove barriers to advancement both inside our organization and beyond Bloomberg, supporting female talent from middle school through mid-career.
While the number of women in technical jobs at Bloomberg is growing, we’re committed to making progress faster and completing all the steps needed to solve the equation. Here are some of the ways we’re tackling this important deficit – and making quantifiable change.
Early engagement
Bloomberg supports organizations that help increase women’s participation in STEM and financial technology, exposing students to various career options through Bloomberg Startup and encouraging our female engineers to engage with the next generation of talent.
Collaboration, creativity, and a love of problem-solving drew Chelsea Ohh to the field of engineering. Now she works at Bloomberg as a software engineer team lead, helping to provide critical information to financial decision makers across the globe.
Recruitment
We target our entry-level engineering recruiting efforts at colleges that have achieved or are focused on gender parity in their STEM classes. And because not all the best talent come from the same schools or have the same experiences, Bloomberg actively seeks women engineers with non-traditional backgrounds or career paths.
Talent development
Women engineers can sharpen their technical skills through open courses, on-site training sessions, and business hackathons held throughout the year. Bloomberg is committed to inspiring our female employees, eliminating barriers like impostor syndrome, and encouraging them to pursue opportunities in engineering.
Community & allies
To strengthen its network of female engineers, global BWIT (Bloomberg Women in Technology) chapters organize more than 150 events, mentoring sessions, and meet-ups a year. The community also engages male allies and advocates, sharing strategies to help them support their female colleagues.
Remote work has become increasingly popular, and while many companies utilized it as a temporary solution during the pandemic, others have realized the endless benefits of maintaining a remote workforce. Working remotely doesn’t necessarily mean you’re doing work from your home; it represents the freedom to work from a variety of locations, including on the road while you travel, from a coffee shop or somewhere that inspires you.
Whether you are considering remote work or need some strategies for keeping sane while working remotely, here are some tried and true work-from-home tips to set you up for success.
The Power of Routine
Creating and maintaining a routine will help you work efficiently and effectively. If starting your day without a cup of coffee in hand sounds like torture, set a timer on your coffee maker, so it’s ready to go. Consider the steps you need to be prepared and focused as an employee. This includes choosing a bedtime and wake-up time that supports your schedule and sleep requirements. Allow extra time for things like feeding pets, getting kids off to school or checking personal emails.
Allowing yourself adequate time to complete and shift from one task to another before you sit down for work will let you start your workday energized, focused and ready to thrive in your role. Think about the time you saved by not commuting to an office and use it to your advantage.
Maintain your Rituals
Daily rituals are an effective tool for creating balance in your personal and professional life, but they also allow you to transition in and out of work smoothly. When you wrap up your workday, tidy your workspace, shut everything down and if you’re able to, separate from your job so you can shift your energy to your personal life. Taking a walk after work to get fresh air and exercise is the perfect way to use the adjustment time to your advantage. If you live with others, define roles in your house so everyone knows what to expect and how they can contribute to fostering a low-stress environment.
Dress for Success
While the idea of working from bed in pajamas is tempting, consider the impact on your sleep cycle and your body’s ability to recognize the signals that it’s time for rest. Your bed should be a sacred space for rest. When you start your day, select attire that aligns with your job and projects confidence. As a professional, leggings and the college sweatshirt you have quite literally worn to pieces aren’t the best options. You shouldn’t be looking for places to hide when a last-minute video conference pops up. If you’re not comfortable on-screen, you need to reconsider your attire.
Dedicate a Workspace
Design a space that allows you to be organized and productive. Even with space limitations, you can choose a spot that fosters both creativity and concentration and supports you in bringing your A-game every day. Give yourself the gift of a dedicated workspace that will enable you to focus on work.
Connectivity is Crucial
Test your internet and cell phone connections throughout your home. It’s critical to perform your job as well remotely as you would in-house at your company. If your signals are weak, find ways to improve them, like asking your cell provider for a signal booster or increasing the speed of your internet service.
Gather Supplies
Consider the type of work you do and what you need to perform your position effectively. Do you need a second computer screen, specialized software, do you maintain paper files, or do you need a dedicated printer? Your role will help you determine the tools you need to be successful. Ask your employer if they provide these tools or if they are the responsibility of their employees.
Stay Connected
Maintain contact with your colleagues and communicate your preferences for communication throughout the day. Do you prefer to receive texts, emails or a phone call when something urgent arises? Does your team utilize weekly or even daily meetings to keep everyone connected and up-to-speed?
Take Breaks
The secret to maintaining sanity while working remotely? Schedule time for lunch and mini breaks, so you give your brain a break. You’ll come back refreshed and ready to crush your goals for the day.
Reflect and Adjust
Periodically consider what is and isn’t working in your remote work environment. Don’t be afraid to acknowledge if something isn’t serving you and then determine the steps you can take to adjust your situation. By allowing yourself the ability to be flexible, you can make changes along the way that keep you thriving as a remote employee.
The United States is currently experiencing a massive demographic shift, led in large part by the nation’s Latinx population. This group is growing rapidly, quickly becoming the most culturally and economically influential community in the country.
According to the 2020 U.S. Census, the country’s Hispanic or Latinx population grew from 50.5 million in 2010 (16.3% of the U.S. population) to 62.1 million in 2020 (18.7%). That’s an increase of 23 percent. In fact, slightly more than half (51.1%) of the total U.S. population growth between 2010 and 2020 came from growth in the country’s Latinx population.
It is no surprise then, that Latinx people have a massive effect on the U.S. economy. Their buying power is expected to reach $1.9 trillion by 2023, according to a report from Nielsen. This is up from $213 billion in 1990, marking an over 200% growth rate, more than double the growth in buying power of non-Latinx consumers.
This community’s economic influence reaches all industries, and it is critical that businesses gain a deeper understanding of Latinx culture. Doing so will allow business leadership to both better support employees and more effectively appeal to customers.
Understanding the Hypercultural Latinx individual
Among young Latinx people, there has been a rise in what is known as the “Hypercultural Latinx.”
Hypercultural Latinx people are often first-generation Americans who straddle both U.S. culture and their parents’ native Hispanic cultures. This group feels deeply connected to both aspects of their identities and has, in a sense, created their own blended, hybrid culture. As Ilse Calderon, an investor at OVO Fund, wrote on TechCrunch, a Hypercultural Latinx person is “100% Hispanic and 100% American.”
So, what do they want to buy? While Latinx people are clearly not a monolith, there are a few key trends across the community. According to research in the PwC Consumer
Intelligence Series, the Latinx population is especially enticed by new tech products. They are active on TikTok and exceedingly more likely to use WhatsApp and other social media platforms than other groups.
Nielsen also found that 45% of Latinx consumers buy from brands whose social values and causes align with theirs. This is 17% higher than the general population. Latinx people also share strong family values, as well as pride in their distinct cultural heritages. That is why organizations must engage the Latinx community and invite Latinx people to share their experiences.
It is pivotal that business leaders understand that “Latinx” is not a single streamlined culture. Rather, it is a diverse mix of traditions, nationalities, and values.
Embracing these cultural nuances is a key to understanding Latinx audiences. Organizations must consider methods to appeal to distinct Latinx groups, rather than marketing to the group as a whole.
Cultivating and advancing Latinx talent in the workplace
It isn’t only consumers that businesses should be thinking about. Latinx talent has also accounted for a massive 75% of U.S. labor force growth over the past six years, according to Nielsen. Nevertheless, only 3.8% of executive positions are held by Latinx men, and only 1.5% of are held by Latinx women.
Clearly, companies have a lot of work to do to attract and cultivate Latinx talent—and it all starts with recruitment. To ensure a diverse work force, companies must utilize culturally competent recruitment strategies that not only make new positions appealing to a variety of job seekers, but also give every applicant a fair chance.
According to an article in Hispanic Executive, understanding cultural differences can help recruiters create job descriptions that more effectively appeal to different communities. For example, the Latinx community feels a more communal sense of identity, compared to the more individualistic sense of identity in European-American culture. Recruiters should keep this in mind when thinking about what necessary skills they are highlighting for available roles.
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Hispanic Americans are launching more new businesses, achieving higher levels of education, and reaching the C-suite of Fortune 500 companies in greater numbers than ever.
Surprisingly, these advancements and economic milestones are often unknown by the very people responsible for them – according to a recent survey, 77% of Latinx have no idea of their communities’ potential and contributions.
In that spirit, Bloomberg is spotlighting these accomplishments – and the perception gap behind them.
By celebrating and recognizing their influence and success, Hispanic Americans can feel more awakened, empowered and secure in the progress they’re making – both individually and as a united group.
And:
However:
Taking action
With this perception gap in mind, we spoke to members of the Hispanic community here at Bloomberg, learning their thoughts on this perception gap and the work necessary to close it.
As a Latina, I don’t see Latinx achievements promoted enough in our schools, the workplace, and in mass media. We are making progress through employee resource groups here at Bloomberg, which aim to highlight the achievements of Latinx in the corporate landscape and the world, but there is still lots of opportunity to expose all the wonderful growth and achievements of our community. I actively seek out Latinx representation on a daily basis by specifically supporting Latinx authors, joining organizations for Latinx advancement, reading Latinx news outlets, and supporting Latinx-run businesses. If we were more celebrated, with our contributions and presence being more prevalent, the perception could change. Our reach needs to be wider. – Juliana Rodriguez, Engineering
I’m driven by my heritage, coming from a family of Latinx small business owners and seeing how hard my family has worked over the years to start and grow businesses, making them successful not only for this generation but for my kids’ and beyond. That’s how I see the achievements of the Latinx community: work ethic, drive, and passion to pave a way for their families. There is still a huge gap when it comes to recognizing the community’s achievements because people need to care and be open to seeing this community as a whole for who they are. – Stephanie Saliba, Global Data
We need to make our collective voice louder than the spun narrative of the sensational news cycle. Let’s get comfortable with talking about the larger power the Latinx community has, including how we contribute to the economy, our workforce participation, our leading rates of entrepreneurship, business ownership, startup businesses, and overall contribution to GDP. Let’s also highlight our increased political power, in terms of percentage of the electorate, and our ability to demand change and action from our representatives that will benefit our community. – Priscilla Cunza-Marin, Global Data
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