Latinas hold immense potential to transform corporate America, yet systemic barriers continue to block their path to leadership. 

According to the 2024 report on the State of Latinas in Corporate America, representation for certain groups steadily increases—rising by 64 percent from entry-level to the C-suite—while Latinas face a staggering 78 percent decline, holding only 1% of C-suite positions nationwide. This disparity is a glaring gap that demands our attention and action.

Anna Dapelo-Garcia, the founder of the Lean In Network for Latinas, joins me to discuss the challenges and opportunities for Latinas in corporate America. A mutual friend introduced us, and her work and dedication immediately captivated me. Sharing her inspiring story brought me so much joy, and I can’t wait for you all to hear it.

This is a conversation every leader in STEM, financial services, and learning and development needs to hear. It’s about building environments that unlock talent across the organization, empower our teams—including Latinas—to thrive, and foster leadership at every level.

Join me for an inspiring conversation with Anna as we explore the creation of the Lean In Network for Latinas, uncover the challenges many Latinas face in corporate America, and discover how unlocking talent and maximizing everyone’s potential can break barriers, drive equity, and propel our businesses forward.

The Birth of Lean In Network for Latinas

To start the conversation, I asked Anna what inspired her to create the Lean In Network for Latinas. She shared how the idea came from a deeply personal place and was shaped by her journey as a Latina professional.

Anna reflected on her early career, recognizing the challenges she faced without the benefit of a network, mentors, or sponsors who understood her experiences. Her inspiration began when she came across Lean In by Sheryl Sandberg, which planted the seed for her vision. While the book resonated, she noticed a gap—there wasn’t a space tailored to Latinas navigating corporate America.

She felt called to create that space. What started as an informal meetup in her living room quickly grew. Within six months, over 100 Latinas had joined, highlighting the demand for a network that provided community, mentorship, and advocacy.

Fast forward ten years, and what began as a small gathering has transformed into Lean In Latinas, a global affinity network with over 5,000 members. Anna’s initiative is now a thriving movement focused on advancing equity, breaking barriers, and unlocking opportunities for Latina women in corporate America.

Challenges and Insights: Representation and Support

During our conversation, Anna illuminated the critical role of data and credible research in driving change, particularly through her work with Lean In Latinas and her contributions to the State of Latinas in Corporate America report.

One glaring challenge we explored is the stark under representation of Latinas in corporate leadership. As revealed in the report, Latinas hold only 1% of C-suite positions and just 4% of managerial roles across corporate America. These numbers, backed by Lean In and McKinsey data, do not reflect ambition or capability but rather the result of systemic barriers. The wage gap—both gender- and race-based—further compounds these issues, with Latinas facing the largest wage disparity of any group.

Source: The State of Latinas in Corporate America

The report’s visual data is sobering, showing how Latina representation diminishes at every step up the leadership ladder. This under representation underscores the urgent need to address structural gaps that block Latina women from advancing into top leadership roles.

Anna also highlighted a cultural and systemic hesitation among Latinas to advocate for themselves. Drawing from her experience managing a team of 500, she noted a stark difference: men often negotiated their salaries, while women rarely did. Recognizing this, Lean In Latinas began hosting workshops, panels, and interactive sessions to help members become confident in salary negotiations. These initiatives empower women to articulate their value and demand equitable compensation.

With actionable data and programs like these, Anna and Lean In Latinas are reshaping the conversation around workplace equity. Anna emphasized the need for organizations to take responsibility by creating transparent, reflective, and equitable systems for promotion, compensation, and support. By addressing these gaps in the corporate pipeline, we can unlock the potential of Latina women to transform leadership—and drive meaningful change across the board. 

Breaking Barriers: A Shared Responsibility

Breaking down the barriers holding Latina women back from leadership roles in corporate America requires all of us—individuals and organizations—to play a part.

For Latinas, it starts with recognizing the power of available resources and networks. Unlike when Anna and I began our careers, organizations like Lean In Latinas, ALPFA, and others are dedicated to fostering growth and creating community. These groups are here to support you, uplift you, and remind you that you’re not alone. Lean In Latinas, for example, thrives on a volunteer-driven model, ensuring it’s accessible to anyone seeking encouragement and guidance.

But it’s not just about external support. It’s also about embracing “the courage to lead, even when you feel like “the only one in the room. Many Latinas find themselves as the sole representative of their race or gender in leadership settings. While that can feel isolating, it’s also an opportunity to inspire change. Anna’s journey as the first Latina executive director in her organization is a perfect example—she proved her worth in a space where few like her had been before and held the door open for others to follow. I had a similar experience as a director within my technology organization.

At the same time, companies have a critical role to play. It’s not enough to simply hire diverse talent. Organizations need to create cultures where Latinas—and everyone—feel they belong, no matter their position or aspirations. This means ensuring equitable pay, providing opportunities for mentorship and sponsorship, and fostering transparent pathways for growth. Companies that invest in unlocking the full potential of their teams will see the difference—not just in individual success but in the overall impact on their businesses.

Everyone benefits when Latinas step confidently into their potential, and organizations create spaces where that potential can flourish. Together, we can build workplaces that don’t just welcome talent but empower it, creating opportunities that drive growth, high-performing teas, and innovation.

Unlocking Human Potential: A Call to Action

So, what can we do with this wealth of insight and opportunity? 

First, I encourage you to reflect on what you need to succeed, identify the skills you need to achieve that success, and assess how your organization is unlocking human potential.

Start by equipping yourself with credible data—immerse yourself in the State of Latinas in Corporate America report. Knowledge of these challenges is an empowering tool, whether you’re advocating for your own growth or creating opportunities for others.

For organizations, the path forward begins with intentional action. Build transparent and equitable pathways for advancement. Offer mentorship programs that inspire growth, sponsorship opportunities that actively elevate talent, and systems to measure progress in unlocking potential. Evaluate pay equity regularly, diversify representation in leadership, and invest in leadership training to nurture talent across all levels.

On an individual level, take ownership of your career journey. Seek out networks like Lean In Latinas for mentorship, professional development, and a community of support. Invest in skill-building, seek coaching to gain clarity and confidence in your goals, advocate for your value, and find sponsors to champion your career and open doors to new possibilities.

This isn’t just about breaking barriers—it’s about transforming how we lead, live, and create opportunities for others. Together, we have the power to challenge the status quo, reimagine what’s possible, and foster environments where every individual can thrive, contribute, and lead fearlessly.

And here’s an opportunity to begin that transformation: Support your talented female leaders in setting bold targets, overcoming inner barriers, and gaining the skills to advance with confidence. Let’s empower them to crush self-doubt and lead with courage and clarity.

I invite you to join our flagship leadership development session, the FREE Women’s Fearless Leadership Masterclass, on Feb. 12, 2025. Together, we’ll explore how to unlock leadership potential and spark transformational change. Get all the details and reserve your virtual VIP seats at www.FearlessLeadershipMasterclass.com.

Change starts with you—and it begins now. Let’s reimagine leadership and create a future where everyone willing has the opportunity to lead boldly and thrive.

Live with purpose, live with joy!

Coach Ginny