This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to… well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube

Every year between September 15 and October 15, companies take a moment to recognize the achievements and culture of Hispanic and Latinx communities. That recognition shows up in the form of heritage month graphics, social media posts, panel events, and employee spotlights. All of this matters. But there’s more important that needs to be done: carry that heritage forward.

The talent is already here. Hispanic and Latinx professionals are graduating, building businesses, leading innovation, and shaping the workforce in every corner of the country. The question isn’t whether there’s talent out there. The real question is whether companies are doing enough to meet talent with opportunity.

We Have a Sourcing Gap

Let’s just say it plain. If your candidate pool isn’t diverse, it’s not because the talent isn’t out there. It’s because your sourcing strategy is stuck.

Latinx professionals make up nearly 20% of the U.S. population and one of the fastest-growing segments of the workforce. They are leading in entrepreneurship, graduating at record levels, and showing up in every single industry. Yet, they’re still “overlooked and underrepresented” in leadership, corporate roles, and C-suites.

So no, this isn’t a supply issue. It’s a sourcing issue. Where—and how—you look matters. Here’s how you can rewire your sourcing strategy:

Strategy #1: Start with Hispanic-Serving institutions (HSIs)

There are 600 across the U.S., and they’re home to thousands of high-achieving students ready for opportunities. Stop dropping off a flyer once a year and calling it outreach. Build relationships. Sponsor events. Partner with career services teams.

Strategy #2: Next, Tap Into Professional Orgs Like ALPFA, SHPE, and the Hispanic Alliance for Career Enhancement

On the surface, they are networking spaces. But through effective partnership, they can form career ecosystems, as they’re packed with experienced professionals and rising stars. And guess what? They’re already talking to each other about which companies are worth working for.

Strategy #3: Don’t Forget Your Own People

If you have a Latinx/Hispanic ERG, bring them into your sourcing conversations. Ask where they look for talent, what networks they trust, and how your company can show up better. This helps build systems with their input baked in.

Drop the “Culture Fit” Talk and Watch What Happens

Too many Latinx professionals have been told they’re “not a fit” for no clear reason. Let’s be honest—“culture fit” often means “same as what we already have.” And when that “same” is mostly White, mostly male, mostly straight, mostly affluent? That’s not culture. That’s exclusion dressed up as comfort.

This Heritage Month, examine how bias shows up in your hiring processes. Is your language alienating? Are your recruiters using pedigree as a shortcut for potential? Are you overvaluing referrals from already-homogenous teams?

If you want to build a team that reflects the world we live in, you have to get uncomfortable with how it’s been done—and replace it with how it should be done.

Visibility Without Access Isn’t Progress

Yes, it’s powerful to see Latinx leaders celebrated, stories shared, and culture uplifted. But if that visibility doesn’t come with opportunity, it’s just another missed chance. This month, let’s not just post the quotes. Let’s build the pipeline.

In short: Review your sourcing map. Change how you recruit. Bring more people to the table—and not just as guests, but as decision-makers. Because that’s how you honor a heritage built on perseverance, resilience, and brilliance.

And if you’re ready to go deeper? Ask this: What would it look like to be the company Latinx talent is actually excited to work for?

Let’s build that.

Join us in the comments: What’s one thing your team is doing—or should be doing—to build a better pipeline for Latinx talent? Drop it below.