Pratt & Whitney
Southern California Edison
Established in 2002, Pratt & Whitney’s
Employee Resource Group, the Hispanic
Leadership Forum, consists of 670
members across the U.S. A self-empow-ering
support system organized to address
Wells Fargo
A voluntary, team member driven
association of employees from all
segments and cultures with an interest
in the Hispanic/Latino culture, Wells
Fargo’s Employee Resource Group, Latin
Connection, was established in 2009
and consists of 15,093 members from
50 local chapters across the U.S. as well
as a virtual chapter. With a mission to
empower and develop Latino leaders at
Wells Fargo, educate team members on
Hispanic marketplace opportunities, and
build its reputation as one of the world’s
great companies among the Hispanic
community, Latin Connection has three (3)
strategic priorities: Workforce Outcomes,
D&I Advocacy Outcomes and Marketplace
Outcomes. Latin Connection empowers
and develops inclusive leadership by
providing relevant education for members’
personal and professional growth, thus
building Latino leadership competency
and confidence.
Latinos for Engagement, Advancement,
and Development (LEAD) is one of 12 SCE
employee-led Resource Groups (RGs).
LEAD pushes forward with a mission to
serve as a resource for employees, support
members to achieve their full potential,
drive awareness of Latino contributions,
and support Southern California Edison’s
business objectives. Over the past several
years, LEAD worked deliberately to
transform itself from an Employee
Resource Group (ERG) to a Business
Resource Group (BRG) that serves as a
resource to strategically contribute to
recruitment, retention, and talent
development in the company’s
communities.
all opportunities to help Pratt & Whitney
attract, develop, and retain Hispanic
professional talent across Pratt & Whitney,
the Hispanic Leadership Forum also seeks
to strengthen the bonds within the Hispanic
community where Pratt & Whitney
employees work and live. The Hispanic
Leadership Forum emphasizes the
importance mentorship plays in the
advancement of Latinx talent. This year,
HLF worked with the Diversity, Equity &
Inclusion office to create the “Latino Buddy
Program”, aimed at developing a diverse
leadership pipeline. To achieve this goal,
the Latino Buddy Program matches Latinx
leaders at Pratt Whitney with early career
Latinx talent in order to foster personal and
professional relationships while providing
mentorship, guidance, and sponsorship.
Pratt & Whitney strives to provide an
environment where employees from all
backgrounds are valued, respected, and
rewarded so that they can achieve their
highest potential personally and
professionally. The Hispanic Leadership
Forum plays an integral role in promoting
these values while simultaneously driving
business results.
Founded in 1992 as an affinity group
focused on creating a community for
Latino employees. LEAD provides an
opportunity for employees to network with
one another and establish relationships
with the surrounding community. Latinos
make up 34 percent of Edison’s workforce
and 46 percent of SCE customers. SCE
recognizes that LEAD has a unique role in
partnering with the company on internal
and external strategic initiatives to expand
its membership to include Latino
employees from across the company,
increasing diversity, equity, and inclusion
for underserved communities and
employees.
Chapters are connected to current
Hispanic strategy and marketplace oppor-tunities,
helping to establish partnerships
and collaborations with other Wells Fargo
team member networks/line of business
projects. Wells Fargo’s goal is to embrace
and promote diversity and inclusion in all
aspects of the company, wich is essential
to engaging its team members, costumers,
communities, and shareholders.
Founded in 2016, Barilla’s employee resource group Alleanza – which
means “Alliance” in Italian – promotes diversity at Barilla and
contributes to an inclusive and equitable culture for all
employees. Alleanza’s goals are to provide support and encourage-ment
to Black and Latinx employees so they can bring their full
identities to work; create opportunities for all employees to
engage in deep conversations about how Blacks and Latinx experience
“otherness” in ways that may not be obvious to everyone; inform HR’s
diverse recruiting strategy and execution; and engage in community
outreach to positively influence the image of Barilla in minority
communities.
Most recently, the 33-member ERG which operates in four
s ta t es , in c luding California, Illinois, Iowa and New York embarked on a
Racial Injustice Workplace Impact Plan. This plan expanded
Barilla’s commitment to leadership development, employee
e n g a gement around difficult conversations, and the retention / mobility
of Black and Latinx employees. As a family-owned business, Barilla
believes diversity and inclusion strengthen the company and is a core
part of who they are.
Honorable Mention
Alleanza
Barilla America