The LATINA Style 50 Report is among the most sensitive work we perform at LATINA Style. This program that takes a full year to prepare serves as the “guiding light” for Latinas seeking employment in corporate America. Whether you are a young Latina entering the workforce or an experienced Latina looking for new opportunities, this report provides you with a list of companies whose commitment to provide a nurturing environment in which you will succeed is second to none.
This year, the evaluation came full of surprises. Companies that had made the list since its inception in 1998 disappeared and new ones emerged as the strongest candidates. For the first time we have chosen to rank the companies. We did this in response to numerous requests from our readers and corporations. We also included new categories in the evaluation process to reflect the existing market conditions. Kaiser Permanente, headquartered in Oakland, California emerged as the Company of the Year. A number of companies related to health care are on the top 50. This reflects the market projections of where the jobs will be in the future. A clear indication of this trend is the $200 million in grants that would provide transitioning training for individuals to enter the health care field, recently released by the U.S. Department of Labor under Secretary Hilda Solis.
The job market of the future will be significantly different from what we are used to. Downsizing and the economic conditions have given the green light to companies with token commitment to diversity to do away with their diversity efforts. Many of the companies featured in the 50 were able to maintain their commitment to Latina employees in spite of the downturn. They have distinguished themselves by showing their “true colors.” Congratulations to all the award recipients and the honorable mentions, especially Kaiser Permanente on their top award. I look forward to seeing you on the list under more favorable conditions in 2010.
Kaiser Permanente
Kaiser Permanente, one of the nation’s oldest and largest not-for-profit health maintenance organizations, is creating never-before-seen opportunities for Latinas. Approximately 13 percent of their workforce is Latina and 74 percent employed are women. Their commitment to diversity includes the development of a diverse workforce and the delivery of culturally competent care to its customers. Under the direction of their National Diversity Council, Kaiser Permanente plays an important role in advancing culturally competent care that acknowledges cultural diversity in the clinical setting and ensuring that cultural needs are considered and respected at every point of interaction. Kaiser Permanente’s Latino Staff Association (KPLA) is a serious part of its workforce diversity infrastructure. Its mission is to attract, inspire, support and retain Latinos to achieve their full potential at all levels at Kaiser Permanente. Kaiser Permanente also has been in the forefront educating local, state and national policy makers on the critical policies related to health care, insurance and health care providers.
Diana M. Bontá demonstrates true Latina leadership. As vice president of Public Affairs for Kaiser Permanente Southern California, Bontá directs Kaiser’s public policy agenda, provides oversight in community and government relations, grant management, corporate communications and media relations. Bontá was appointed to the U.S. Department of Health and Human Services Advisory Committee on Minority Health in 2008. Before joining Kaiser in 2004, Bontá lead numerous initiatives to address critical public health issues and health protection programs for 35 million California residents as director of Health Services for the State of California. LATINA Style applauds Kaiser Permanente for its proven commitment to diversity to represent its culturally diverse clients.
Diana M. Bontá
RN, Dr. PH VP, Public Affairs
Norma Martinez Lozano
Sr. Vice President - Merger Transition
AT&T Inc.
AT&T’s mission is simple: connect people to their world. By doing so, AT&T broadens its base to provide services in an all-inclusive setting. Since 1988, AT&T’s Leadership Development Program has allowed hundreds of employees who successfully complete the program to move swiftly onto prominent positions in the company. AT&T continues its mission to include diversity in their workforce and has done so with great success. In 2008, 46.25 percent of AT&T new hires were women and 14 percent were Hispanic. LATINA Style recognizes their effort and is proud to feature AT&T as one of the top companies for Latinas to work for.
Year after year, AT&T establishes commitment to aid and progress not only for the Hispanic community, but for other communities throughout the world. The company currently conducts business in more than 160 languages. To better communicate with the Hispanic community online, AT&T has a full-service Spanish-language Web site, (www.español.att.com) that allows customers to communicate its concerns without language barriers. AT&T rewards countless grants to the Hispanic community to help at-risk sectors develop and mature into successful entities.
As senior vice president of Merger Transition for AT&T Services, Inc., Norma Martinez Lozano is responsible for mergers related to rebranding and ensuring the implementation of the AT&T/BellSouth merger conditions. Lozano began her career with Southwestern Bell in 1979 as a network engineer in San Antonio, Texas. In 1994, Lozano became the first Hispanic to be appointed as officer of the former SBC Communications. Following diversity marketing, Lozano was appointed to serve as president of diversified businesses where she was responsible for five distinct business units which included: operator services, public communications, paging, messaging and video services.
Marriott International, Inc.
Marriott is committed to diversity at every level of the company. Regional diversity and inclusion councils ensure their diversity strategy is implemented at the local markets with initiatives that include strategic partnerships. Marriott is an active member of the National Supplier Development Council nationally and works with local councils throughout the U.S. Marriott maintains a presence at both the national and local levels of business striving for multicultural representation.
Their diversity ownership initiative helps to attract and develop relationships with quality minded minority and female owners and franchisees, supporting them through every step of the development process. Recruitment campaigns, leadership development programs, diversity communications, conferences and other outreach to employees allow Marriott to gain the best employees. Marriott’s philanthropic contributions continue to help the Hispanic community with leadership programs aiming to train the next generation for the careers in the hotel industry. Marriott is proud to embrace associates of different backgrounds, perspectives and talents. Women represent more than half of their workforce, 54.5 percent are women and 28.3 percent are Latina.
Brenda Durham is the vice president and assistant general counsel who serves as primary legal counsel for Marriott’s hotels and resorts throughout the Caribbean and Latin America. She has a comprehensive practice that includes negotiating financial, equity and management agreement transactions and developing owner relationship and dispute resolution. Durham also serves as Marriot’s department group leader for international lodging operations.
Durham was born in Belleville, New Jersey and speaks fluent Spanish. She earned her B.A. magna cum laude in 1986 from the University of Utah and earned her J.D. in 1989 from the George Washington University Law School.
Brenda Durham
VP & Assistant General Counsel
Magda Yrizarry
Vice President, Workplace Culture, Diversity and Compliance
Verizon Communications, Inc.
The ability for its employees to directly reflect Verizon’s commitment to diversity as a successful business strategy is the reason why Verizon was ranked as one of the best companies for Latinas to work for in the U.S. Verizon hires a wide range of individuals and actively recruits employees with diverse styles, backgrounds and skill sets. Verizon also forms strategic partnerships with colleges, universities and professional and community-based organizations. Several recruitment programs to promote awareness and recruit diverse talent include: The National Hispanic Chamber of Commerce, the National Society of Hispanic MBA’s, the National Society of Hispanic Professional Engineers, the Society of Women Engineers and the Association of Latino Professionals in Finance and Accounting. The diverse minds, experiences, culture and unique perspectives of employees are what give Verizon a competitive advantage.
Magda Yrizarry is vice president of Workplace Culture, Diversity and Compliance in Corporate Human Resources for Verizon. Yrizarry is responsible for strategic human resources issues and policies relating to diversity, ethics and workplace programs.
Yrizarry previously held the position as the director of operations and national workforce development programs for Verizon Foundation, the companys’ philanthropic arm, where she was responsible for managing the organization’s $75 million budget and overseeing a workforce development portfolio that included scholarship programs, diversity initiatives and economic development projects.
When Yrizarry joined Verizon in 1990 as manager of education relations, she oversaw corporate responsibility and educational initiatives as well as volunteer programs like the New York State Mentoring Program, School–Based Management and junior Achievement. Yrizarry is a founding member of 100 Hispanic Women and holds a Bachelor of Science and master’s degree from Cornell University.
Southern California Edison
Southern California Edison aims to create a diverse environment. Their commitment to having Latinas reflect the clientele it serves is imperative to create an inclusive workplace.
Southern California Edison offers Latina employees resources to promote relationships with internal organizations, business and civic communities.
Southern California Edison supports the diverse workplace by offering programs to assist Latinas once they are a part of the Southern California Edison family. Latino Employees Association for Diversity (LEAD) promotes professional and personal development along with networking opportunities and a support system.
Southern California Edison also serves as a resource for efforts to enhance Hispanic participation by promoting its rich culture and tradition. Southern California Edison’s long standing support of blood drives, the Cesar Chavez Annual Walk and Las Casas de Gabriel Community Center Teen Violence Prevention Program helps assist the Latino community through educational awareness and scholarships.
Paula Campbell, Southern California Edison’s SmartConnect program director focuses on developing a new advanced metering system through an industry collaborative process to facilitate energy demand reduction through consumer price response. Campbell manages the project controls, budget management, contract management, organizational change management, and strategic planning functions for the program. Her 17 years with Southern California Edison have included project and organizational leadership roles and responsibilities in customer communication organization operations, and information technology system development, among others.
Paula M. Campbell Director, Edison Smart Connect, Program Office
Michelle C. Greenland
Vice President, Administration and Chief of Staff
Prudential Financial
Prudential Financial, provides quality financial services to millions throughout the world. Prudential’s diversity commitment is a building block to their success. Prudential strives for different viewpoints in their everyday operations to provide the best quality of service possible. In the Hispanic community, Prudential encourages enrollment in the Hispanic Heritage Network, which is a viable resource to anyone interested in gaining knowledge on how to have a culturally diverse workplace. Latinas currently hold 75 percent of leadership positions on the Hispanic Heritage Network leadership board. Prudential encourages new ideas and appreciates what a diverse workplace will do for a successful business.
Prudential’s resources allow them to successfully implement creative and diverse strategies in order to aid the community and its clients. Doing business in 37 countries gives Prudential the opportunity to bring to the table people who offer unique perspectives, ultimately benefiting the company.
Michelle Greenland is the vice president and chief of staff to the executive vice president and chief operating officer to the U.S. businesses. Greenland has been responsible for the human resources shared services function that supports two-thirds of the company. She has provided strategic support to the organization in the management of company and departmental programs since joining Prudential in 1978. Greenland has held various systems positions such as individual insurance business, where she was responsible for department administration functions. Greenland still contributes to Prudential not only as a leader but as an upstanding Latina in the financial sector. LATINA Style recognizes Prudential Financial, Inc. as one of the top companies for Latinas to work for with great confidence.
