LATINA Style 50 Efforts & Programs

By Gloria Romano-Barrera

The LATINA Style 50 Report is the most respected evaluation of corporate America’s career advancement opportunities for Latinas and sets the standard for identifying corporations that are providing the best career opportunities for Latinas in the country. Here we highlight the efforts and programs some of the top 50 best companies for Latinas to work for in the United States have in place to develop, support, and advance today’s and tomorrow’s trailblazing women and Latina leaders.

2023 Company of the Year



As one of the oldest financial institutions in the United States, JPMorgan Chase has long focused on the empowerment and advancement of women. Through its Women on the Move global initiative, the firm is committed to providing women inside and outside of the firm with opportunities to succeed in their professional and personal lives. Women on the Move focuses on fueling women’s ambitions and advancing financial equity by expanding women-run businesses, improving women’s financial health, and supporting women and girls in communities globally

As part of its mission to help women grow their business, Women on the Move aims to provide greater access to capital, networking, expertise and advice to women-owned and women-run businesses of all sizes. In 2021, the Firm partnered with Techstars to launch the inaugural cohort of the Founder Catalyst program in the U.S., which provides pre-accelerator startup education and mentorship to early-stage founders. The Founder Catalyst program aims to provide the tools, resources and connections needed to support entrepreneurs in taking their businesses to the next level. The firm has now sponsored over 110 founders across five cohorts, and this year, began expanding the program to support more founders through virtual cohorts.

The firm’s Women on the Move Business Resource Group (BRG) – one of many throughout the company globally – provides a collaborative forum and access to tools that support the successful retention, development and advancement of women at all levels of the firm.

JPMorgan Chase’s Employee Resource Group, Adelante, has a mission to connect and to promote recruitment, leadership, and development of Latino/Hispanic employees at all levels; while fostering cultural awareness, supporting local communities, and positively impacting how the company achieves its strategic priorities. Adelante’s vision is to play a key role in making the firm a workplace and brand of choice for Latino/Hispanic employees and customers.

One of the world’s leading financial institutions, serving individuals, small-and middle-market businesses, large corporations, and governments with a full range of banking, investment management and other financial and risk management products and services, Bank of America offers a range of development programs for leaders including Hispanic-Latina women who show potential as future leaders.

Bank of America’s Diverse Leader Sponsorship program is an award-winning program targeting top-performing underrepresented senior-level talent that assigns each participant an executive sponsor help accelerate visibility, advocacy, and development over the course of the program. The Women’s Executive Development Program, another award-winning program, helps develop, retain, and support career advancement of high potential women leaders in mid-level roles across all Lines of Business and regions at Bank of America. It cultivates self-leadership, interpersonal skills, and business skills needed for executive roles while exploring the unique experiences of women in leadership and intersectionality.

The Next Level Leadership program is a virtual development experience focused on the unique challenges underrepresented employees face in progressing their careers and provides strategies and tactics to overcome those challenges. The selection criteria include employees with a track record of strong performance.

Also, in coordination with a global set of external Diversity & Inclusion partners, Bank of America leverages opportunities to invest in the development of diverse talent across the enterprise. Attendees benefit from exposure to senior leaders attending the events and local market leadership during bank-sponsored roundtables and receptions.

For example, the Bank of America Fall Women’s Leadership Forum provides diverse women, including Hispanic-Latinas, freshmen and sophomores with a 1.5-day immersion opportunity to learn about Bank of America culture, network with key leaders and interview for summer internships.

Bank of America partners with external organizations such as the Association of Latino Professionals For America (ALPFA), UnidosUS, Prospanica, and The Alumni Society to target Hispanic-Latino talent for various opportunities at Bank of America. Additionally, as part of the bank’s Progresando initiative, Bank of America partners with 12 Hispanic Serving Institutions (HSIs) and the education firm, EAB for more than 10,000 Hispanic Latino adults seeking careers in health.

Through continued collaboration on mutual goals to advance the Hispanic-Latino community, Bank of America creates unique opportunities for senior Hispanic-Latina women to meet, and engage, with the firm’s leadership, while actively recruiting for Hispanic-Latino talent and build a culture where they can grow and thrive.


Recognized on the list of LATINA Style’s 50 Best Companies for Latinas to Work for in the U.S. for more than ten consecutive years, Accenture, the leading global professional services company, continues to stand out for its commitment to inclusion and diversity.

The company considers talent a competitive differentiator and has a dedicated talent strategy to hire and develop people of different backgrounds, different perspectives, and different lived experiences. Accenture’s vibrant career paths are flexible by design and encourage all its people to develop their skills, bring new ideas, suggest creative solutions and lend their bold, authentic voices to their work. This includes numerous programs for people from historically underrepresented communities, including Hispanic American and Latinx people as well as allies, intended to help participants learn and advance their careers at the company.

Collaboration is at the heart of Accenture’s commitment to fostering inclusion and diversity. The company partners closely with more than 40 Hispanic American and Latinx organizations, including the Association of Latino Professionals for America (ALPFA), the Hispanic Alliance for Career Enhancement (HACE), the Hispanic Association on Corporate Responsibility (HACR), the Hispanic Information Technology Executives Council (HITEC) and the Management Leadership for Tomorrow on the Hispanic Equity at Work Certification Program to advance progress and do more with its resources.

Serving customers in the commercial aerospace and defense industries, RTX believes creating technology that inspires, progresses, and transforms the industry requires expansive thinking and bold innovation—which, in turn, requires a culture that is diverse, equitable and inclusive. Fostering an authentic and transparent culture helps build a sense of belonging among employees, which leads to innovation and growth.

RTX focuses on helping employees thrive, with professional development opportunities, educational support and an inclusive culture that gives everyone an equitable opportunity to work, grow and belong.

Its DE&I strategy is focused in four areas:

  • Workforce representation. Cultivating an environment of inclusion and innovation.
  • Community engagement. Investing strategically in our global communities.
  • Supplier diversity. Driving economic empowerment and opportunity.
  • Public policy advocacy. Championing equality for all.

RTX’s DE&I 2030 aspirations, some of which are embedded in its Workforce 2030 strategy, include:

  • Achieve 50 percent women in executive level talent
  • Double the representation of U.S. people of color in executive ranks from 2020 baseline
  • Embed DE&I training into leadership programs at all levels
  • Increase spending with diverse suppliers
  • Drive tangible outcomes in underserved communities
  • Advance equity, social justice reform and economic policy

A constellation of 14 iconic automotive brands and two mobility arms that are about more than transportation, Stellantis is about moving people and making connections. As Stellantis transforms into a sustainable mobility tech company, the company is guided by the clear vision of its Dare Forward 2030 strategic plan, which paves the way for Stellantis to achieve carbon net zero by 2038(1) and be second to none in value creation for all stakeholders.

With a community of more than 160 nationalities, industrial operations in more than 30 countries and customers in more than 130 markets, Stellantis is among the most diverse companies in the world and able to unite people and ideas across borders and cultures.

The Women of Stellantis became the first Stellantis global employee group by joining the former FCA and former PSA groups together in 2021. The goal of the Women of Stellantis BRG is to foster a collaborative environment to enable women to develop professionally and to become leaders at both work and in the community.

One of the Company’s flagship programs is the Women’s Leadership Experience (WLE). The WLE program, which completed its fourth year in 2022, sought to reverse the effect of several troubling societal trends identified in McKinsey & Company’s Women in the Workplace Report. WLE is a 9-month program offering participants a mix of executive experiences, including executive coaching, sponsorship, and opportunities to develop and enhance their leadership skills through a curriculum specifically designed for the program.

The effectiveness of its Leadership Development Programs programming is measured through the feedback from program leads, the program participants, and the program executive sponsors. Program graduate retention, promotional advancement, and lateral development movement is also tracked.

Stellantis offers many opportunities for high-potential women to build comprehensive set of skills to gain visibility from senior-level leaders and position them for expanded leadership roles. These include:

  • The Women’s Leadership Experience (WLE): a 9-month career development program launched in 2018.
  • Leaders Embracing All Diversity (LEAD): a 9-month career development program for multicultural talent launched in 2021 and modeled after the Women’s Leadership Experience (WLE).
  • Women’s Leadership Summit: a career development workshop sponsored by the Women of Stellantis BRG that began in 2019. Participants attend a 1.5-day leadership experience which includes internal Company and external keynote speakers, networking, professional and career development learning sessions, mental health awareness, financial planning seminars, and a networking dinner with senior leaders. Over 450 women from all areas of the Company attended and participated in the March 2023 Summit, themed “Drive Your Career”.
  • X-Factor Executive Woman Leadership Development Program: a three-year program, started in 2022, to develop high-potential executive women for C-suite roles.
  • Partnership since 2014 between the Company’s Information and Communication Technology (ICT) organization and the Michigan Council of Women in Technology (MCWT), a group inspiring women and building a diverse pool of current and future technology talent.
  • Company partnership with inFORUM, a professional organization that combines strategic connections, proven professional development programs, a respected forum for innovative ideas, and original research to accelerate careers for women and boost talent initiatives for companies.
  • The Chrysler Institute of Engineering (CIE) program supports entry-level engineers to earn graduate-level degrees in an engineering concentration while gaining on-the-job experience through a two-year rotational program.
  • The Manufacturing Leadership Development Program (MLDP) is a two-year rotational program, first launched in 2014, where participants work on-the-job and complete coursework towards either an MBA or a graduate-level engineering degree.
  • The Cross Commercial Leadership Development Program is a 24-month program providing job experience and exposure via two 12-month rotations through commercial organizations such as Sales, Brands, Supply Chain, Network Development, Mopar, or Portfolio Planning.


Since its founding 97 years ago, Nationwide has become one of the largest and strongest diversified insurance and financial services organizations in the United States. Delivering on their mission of extraordinary care to their members, partners, communities, and each other is at the heart of their operations, and one of their greatest assets.

Nationwide has developed an intentional framework aimed at attracting, accelerating, advancing, and retaining its talent. By taking a proactive approach in seeking out talent, Nationwide continues to build strategic partnerships to uplift the Hispanic community. Through these partnerships, Nationwide also focuses on the advancement and empowerment of Hispanic women by intentionally engaging in the following:

Partnering with organizations such as the Association of Latino Professionals for America, Hispanic Association for Corporate Responsibility, Hispanic Star/We Are All Human, Hispanic Scholarship Fund, Organization of Latino Actuaries, and Prospanica to aid in the identification, recruitment, development, and advancement of Hispanic talent. These partnerships include recruiting, personal and professional development, networking, etc.,

  • Partnering with Hispanic Serving Institutes and Hispanic-focused student organizations.
  • Developing and delivering professional development programming relevant to Hispanic professionals.
  • Engaging third-party firms to identify and recruit diverse talent, particularly women of color.
  • Partnering with women-focused organizations such as Catalyst, Inc, Seramount, Women for Economic and Leadership Development, and Women’s Business Enterprise National Council.
  • Nurturing Latino talent through their award-winning Associate Resource Group, National Latino Alliance.

Nationwide has been consistently recognized for its efforts to empower and advance women in the workplace. A few of their awards: Seramount’s Best Companies for Multicultural Women and Top Companies Executive Women, Forbes Best Employers for Women, and Fortune’s Best Workplaces for Women.

Marriott International, Inc.

Offering the most powerful portfolio in the industry, Marriott International, Inc.’s nearly 8,600 properties across more than 30 leading brands in 139 countries and territories give people more ways to connect, experience and expand their world.

Founded by J. Willard and Alice Marriott, and guided by family leadership since 1927, their principles remain embedded in the company’s culture and in everything they do today.

Diversity, equity, and inclusion are fundamental to Marriott’s core values and strategic business goals. Taking care of people and their well-being is our most precious cultural inheritance.

Marriott has the highest level of oversight and accountability measures to ensure that its hiring practices provide equal employment opportunities to women and people of color. Marriott’s formal diversity, equity and inclusion program has been in place for over 30 years and its Women’s Leadership Development Initiative for nearly 25 years. In 2022, Marriott was again honored as a DiversityInc Hall of Fame company. Marriott has one of the most diverse workforces in the U.S. and in 2022 alone, 31 percent of new hires were Hispanic; of those, 55 percent were Latinas.

President and CEO Anthony Capuano and his senior leadership team have established comprehensive diversity performance metrics, which are part of their globally shared business objectives. These metrics are regularly reviewed and discussed at the highest levels – President and CEO staff meetings, Marriott board of directors’ meetings, and senior-level regional meetings. The following councils further support this high level of accountability.

  • Inclusion and Social Impact Committee. In 2003, Marriott was the first in the industry, and one of the first in any industry, to establish a board of directors-led committee focused on advancing inclusive opportunity.
  • Global Inclusion Council. Marriott’s Global Inclusion Council is led by its President and CEO and is comprised of Marriott continent presidents who drive ownership and accountability to
  • Diversity and Inclusion Talent Council. Marriott’s HQ Diversity and Inclusion Talent Council is comprised of cross-discipline senior leaders. The Council supports Marriott’s diverse recruitment initiatives and talent strategies and develops and sponsors innovative initiatives that strengthen relationships with external organizations.