corporate america
Between 1996 and 2004, college enrollment for Hispanics between the ages of 18 and 24 grew by 240 percent. That jump was far greater than the ones corresponding to blacks and whites, Fox News Latino reports, and yet for Latinos, there remains significant wage inequality in the United States.

That’s because despite the promising enrollment figures, young Hispanics account for just 9 percent of adults with bachelor’s degrees, according to the Pew Research Center. In its October Jobs Report, the Professional Diversity Network found that this education gap is a major reason that more Hispanics haven’t made the leap from construction and hospitality jobs into more lucrative professional fields.

“Due to the small percentage of Hispanics with bachelor’s and advance-level degrees, employers must identify news ways to fill the talent pipeline,” the report read.

In an effort to create more opportunities for Hispanics in corporate America, the Professional Diversity Network put together a series of tips for firms looking to end the “war for top Hispanic talent” and recruit more workers from the community. They’re as follows:

1. Designate a trusted individual to work with senior management and advise them on issues pertaining to the Hispanic community.

2. Highlight existing Hispanic executives to boost recruitment efforts and “establish a sense of pride.”

3. Search for candidates nationally, as many Hispanic workers are willing to relocate for job opportunities.

4. Work with credible organizations to support causes important to the Latino community.

5. Offer more networking opportunities to give Hispanics the chance to interact with hiring managers.

As the Professional Diversity Network notes in its report, these are simply first steps. While showing that Hispanics are valued is crucial, truly successful recruitment efforts “must be championed by senior management, aligned with the organization’s mission, actionable and appropriately funded.”