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Hispanic ERG Guide

Goodera's Guide to Hispanic Employee Resource Groups

In today’s evolving workplace, Employee Resource Groups (ERGs) are key to building strong connections and giving employees a platform to support one another. Hispanic and Latino employee resource groups, in particular, play a powerful role, creating space for cultural expression, mentorship, and professional growth.

According to a report by McKinsey, companies in the top quartile for ethnic and cultural diversity on executive teams were 36% more likely to outperform on profitability. Hispanic ERGs not only support employees but also contribute to better business outcomes.

This guide explores the purpose and impact of Hispanic ERGs, how they benefit organizations, and practical tips for setting goals and programming. Whether you're launching a new Hispanic ERG or strengthening an existing one, this resource will help you make it more meaningful and effective.

What are Hispanic Employee Resource Groups?

Hispanic Employee Resource Groups (ERGs) are affinity or employee-led organizations within a company that serve as a support network and resource for employees who identify as Hispanic or Latino. These groups are typically established by employees who share a common cultural or ethnic background and have a shared interest in promoting diversity, inclusion, and representation within the workplace.

The primary goal of Hispanic ERGs is to create a sense of community and belonging for Hispanic employees, fostering an inclusive work environment where they can feel valued, heard, and supported. These groups often work collaboratively with the company's leadership, human resources, and diversity and inclusion teams to advocate for the needs and interests of Hispanic employees.

Did you know?
54 percent of participants in a survey by HACR indicated their Hispanic ERGs have 500 members or more. 

Why Do Companies Build Hispanic Employee Resource Groups?

Building a Hispanic Employee Resource Group isn't just a checkbox for companies; it's a strategic investment in people. As the Hispanic and Latino population becomes the largest minority group in the U.S. workforce (projected to reach 29% by 2060, according to the U.S. Census Bureau), companies are recognizing the importance of creating spaces where Hispanic employees can thrive, feel supported, and grow professionally.

A well-run Latino employee resource group or Hispanic ERG offers a wide range of benefits:

  1. Professional Development: Hispanic ERGs often host leadership workshops, mentoring programs, and career panels that focus on helping members advance professionally. These opportunities build confidence, close skill gaps, and prepare members for leadership roles.
  2. Cultural Celebrations: Whether hosting events during Hispanic Heritage Month or spotlighting Latinx traditions, these groups help celebrate the culture, identity, and history of Hispanic and Latino communities, creating a stronger sense of belonging in the workplace.
  3. Community Outreach: Many Hispanic ERGs partner with local nonprofits or run volunteer drives that support Hispanic neighborhoods, youth programs, or Latino-focused initiatives. These activities reinforce employees’ sense of purpose and extend the ERG’s impact beyond the office.
  4. Education and Awareness: By offering lunch-and-learns, speaker series, or internal newsletters, ERGs raise awareness of issues that affect Hispanic employees, such as language access, immigration policies, or access to higher education, helping colleagues gain deeper cultural understanding.
  5. Support and Networking: These groups give Hispanic employees a space to share stories, ask questions, and find mentors or friends who understand their background and experiences. That kind of peer support often makes a big difference in retention and morale.
  6. Employee Engagement: Studies have shown that employees who are part of resource groups feel more connected to their company’s mission. By participating in Latino ERG events or planning programs, members feel seen and valued, leading to higher satisfaction and performance.
  7. Recruitment and Retention: A visible, active Latinx ERG can signal to prospective candidates that your company is a welcoming place for Hispanic employees. Internally, it also boosts retention — employees who feel supported are more likely to stay and grow within the organization.

From career development to cultural celebration, Hispanic ERGs create lasting value for both the employees who lead and participate in them and the organizations that support them.

By bringing people together through shared experiences, Latino Employee Resource Groups help build stronger connections, boost employee morale, and create a workplace where Hispanic employees feel recognized and supported. These groups don’t just benefit individuals; they enrich the company’s culture by highlighting voices, traditions, and perspectives that might otherwise go unheard.

Examples of Hispanic ERGs and Their Mission Statements

Across industries, companies are launching groups that celebrate Hispanic heritage and support their Latino workforce. One way they stand out is through meaningful names and mission statements that reflect each organization's values and goals.

Here are some Hispanic Employee Resource Groups (ERGs) and their mission statements:

1. Henkel

Image Source:¡Unidos!

¡Unidos! is Henkel’s Hispanic/Latinx ERG. True to its name, which means “together,” this group creates spaces where employees can celebrate their cultural heritage and grow professionally. The group offers opportunities to sharpen leadership skills through workshops on public speaking, project management, and networking.

Its mission:
‍To give every Henkel employee the opportunity to connect and thrive by celebrating and harnessing the strength of the Hispanic/Latino community.

¡Unidos! also promotes storytelling, cultural celebrations, and employee spotlights that foster pride and visibility for Hispanic and Latinx colleagues.

2. GLASS – Corning

Image Source: Corning

The Global Latino Advancement and Success Society (GLASS) supports Latino employees at Corning through mentorship, cultural events, and professional development initiatives. Their goal is to highlight the unique heritage of Latin American communities across the company.

Mission: To promote the advancement, recruitment, and retention of Latino employees while raising cultural awareness within the organization.

GLASS regularly hosts educational sessions, language appreciation events, and community outreach efforts focused on uplifting Latino voices.

3. LAFN – Nike

Image Source: Nike

Nike’s Latino & Friends Network (LAFN) is a global, inclusive community made up of Latino employees and allies. This group creates professional opportunities while blending personal passions from food and music to sports and art into everyday work life.

LAFN supports leadership development and mentorship while driving awareness about Hispanic identity in the creative and athletic industries where Nike operates.

4. HOLA – Bank of America

Image Source: Sanofi

Bank of America’s Hispanic/Latino Organization for Leadership & Advancement (HOLA) helps attract and retain Hispanic talent by offering access to mentorship, executive networking, and cultural programming.

Mission: To engage, develop, and retain Hispanic/Latino employees while building stronger community partnerships.

Each year, HOLA plays a major role in Hispanic Heritage Month activities, from family gatherings to guest speakers and cultural exhibits.

5. Citrix Latino Professionals – Citrix

Image Source: Citrix

Citrix Latino Professionals works to promote Latino voices across the organization and encourage open dialogue about challenges and opportunities. The group builds a strong sense of community through speaker series, volunteer initiatives, and heritage-focused activities.

Their mission centers on promoting awareness of Latino issues and fostering a sense of belonging for Hispanic employees.

6. Hispanic + Leadership Inclusion Network – Coca-Cola

Image Source: Coca-Cola

At Coca-Cola, the Hispanic + Leadership Inclusion Network focuses on both internal engagement and external market influence. The group supports Hispanic talent while also bringing cultural insights into the company’s U.S. Hispanic marketing and business strategy.

This ERG plays a role in recruiting efforts, leadership training, and community events that celebrate Latin American culture and its impact.

7. Juntos – CVS Health

Image Source: CVS Health

CVS’s Juntos ERG (meaning “Together”) is a multicultural group for employees of Latin descent. It emphasizes leadership development, cultural awareness, and community outreach through service events and internal networking.

The group’s goal is to cultivate a positive ecosystem where Latin culture awareness drives connection and supports colleague empowerment.

Juntos also collaborates with Latinx nonprofits and sponsors local health equity programs in Hispanic communities.

8. Latino Connection – Dell

Image Source: Dell Technologies

Dell’s Latino Connection ERG is designed to grow leaders and amplify Hispanic representation across the company. The group is deeply involved in both professional growth and cultural programming.

Mission: To promote cultural awareness and develop engaged, empowered leaders across the Latino community.

Through global knowledge-sharing sessions and peer mentorship, Latino Connection helps bridge cultural gaps and prepare future leaders.

Somos ERG

Image Source: Jedun

Somos, which means “We Are,” is a powerful ERG that highlights unity, shared identity, and cultural pride. While not tied to a specific company here, ERGs with this name typically focus on strengthening bonds within Hispanic communities at work while offering opportunities for personal and professional advancement.

This name has been adopted by several organizations that want to signal a collective commitment to cultural recognition and employee connection.

Power Americas Resource Group

Image Source: Power America

The Power Americas Resource Group is another Hispanic ERG example focused on leadership and empowerment. Typically found in energy and infrastructure industries, this group might focus on supporting Latino employees in highly technical roles, facilitating community engagement in Latin American regions, and encouraging bilingual or bicultural talent development.

How to Start a Hispanic ERG in Your Organization

Launching a Hispanic Employee Resource Group is a smart step toward creating stronger connections, uplifting Latino voices, and spotlighting the richness of Hispanic cultures at work. Whether you’re responding to employee interest or looking to attract and retain Hispanic talent, here’s a clear roadmap to help you get started and build momentum.

6 simple steps to start a Hispanic Employee Resource Group in your company

1. Survey Your Existing Employees

Start by listening. A simple employee survey can help you understand who might be interested in joining or supporting a Hispanic ERG, what kind of programming they'd find valuable, and what challenges Latino employees may be facing at work.

Ask questions like:

  • Would you participate in a Hispanic/Latino employee group?
  • What cultural events or topics would you like to see highlighted?
  • Are you interested in leadership, mentorship, or volunteer opportunities?

The data you gather here will help shape your ERG's mission, goals, and membership base.

2. Define Goals and a Clear Mission

Every strong Latino employee resource group starts with a mission. Are you hoping to create more visibility for Hispanic voices at work? Build community? Host cultural events? Offer mentorship?

Start with 2–3 clear goals that reflect what your members care about most. For example:

  • Promote professional development for Latino employees.
  • Celebrate Hispanic cultures through events and storytelling.
  • Create pathways for talent advancement and retention.

A mission statement helps others (especially leadership) understand why the group exists and what it hopes to achieve.

3. Seek Executive Sponsorship

To succeed, your Hispanic ERG will need support from the top. Executive sponsors can advocate for the group, provide budget or visibility, and help ensure your efforts align with broader company goals.

Look for someone who is:

  • Passionate about employee advocacy and culture.
  • Willing to show up and speak at ERG events.
  • In a position to help remove barriers and connect you with resources.

Having an engaged sponsor can also boost your group’s credibility and influence across departments.

4. Recruit Members and Elect Leaders

Once you’ve got buy-in, it’s time to build your team. Start recruiting founding members from across departments, locations, and levels of seniority. This helps keep the group diverse and representative.

Then, elect or appoint group leaders such as a chairperson, communications lead, or event coordinators who can keep the momentum going and delegate tasks effectively.

Encourage participation from both Latino employees and allies who want to learn and support the group’s efforts.

5. Set the Agenda

What will your ERG actually do in its first year? Set a flexible but focused agenda based on employee interests and leadership goals. This might include:

  • Hosting cultural events around Hispanic Heritage Month
  • Creating a mentorship program for early-career Latino professionals
  • Partnering with Hispanic nonprofit organizations for volunteer opportunities
  • Inviting Hispanic leaders for guest talks or panel discussions

Build in time to gather feedback and evolve your programming over time.

6. Organize Your First Meeting

Your launch event sets the tone. Make it engaging, welcoming, and informative. Introduce your mission and leaders, share upcoming opportunities, and gather ideas from attendees.

Include:

  • A short presentation about the ERG's purpose.
  • Time for open discussion or idea-sharing.
  • Sign-up sheets or digital forms for those who want to get involved.

Consider inviting your executive sponsor to share why this ERG matters to the organization and how employees can support it.

Growing and Engaging Your Hispanic Employee Resource Group

Tips to grow and engage your Employee Resource Group

Hispanic Employee Resource Groups are more than just affinity groups; they’re platforms for connection, mentorship, cultural pride, and real change. From building leadership pipelines to strengthening community ties, Latino ERGs offer value that extends far beyond their membership.

We’ve looked at what makes these groups effective, how leading companies are doing it well, and the steps to get started. Whether you're launching your first ERG or refining an existing one, the most important thing is to stay connected to what your employees care about — and to keep evolving as those needs grow.

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