At NU Advisory Partners, diversity isn’t just a value—it’s at the core of who we are. It’s in our DNA. 100% female- and diversity-founded, our firm understands that different perspectives are essential to driving innovation and leadership. As we celebrate Hispanic Heritage Month, we’re proud to spotlight Mar Hernandez, Co-Founder of NU Advisory Partners.
Mar’s deep connection to her heritage and her lifelong commitment to advancing diverse leadership have shaped her career in profound ways. In this interview, she shares how her background has influenced her path, the unique challenges Hispanic professionals face in corporate leadership, and why diversity and inclusion are vital to building stronger, more dynamic organizations. Dive into this powerful conversation as we celebrate Hispanic Heritage Month.
Can you share how your Hispanic heritage has influenced your career journey?
I moved to the US 24 years ago, and Miami became home. Although I was living in a new country, I soon discovered what it meant to be part of Hispanic culture and how deeply connected I felt to it.
From a professional standpoint, Ken Tuchman, CEO of TTech, introduced me to the immense potential of the US Hispanic market. He created a new role in his company specifically to address this opportunity and offered it to me. That’s where my journey began. I immersed myself in research, attended conferences, and built a professional network focused on this growing demographic. This was more than 20 years ago, but the data was already clear: the Hispanic population was going to reshape the landscape of this country. It was time for the business community to take notice.
Though I eventually transitioned into executive search, my commitment to supporting the Hispanic community never wavered. At RRA, I led the firm’s Latino ESG group and co-led the Hispanic Board practice. Now, as a Co-Founder of NU, I’m more dedicated than ever to advancing these efforts.
What does Hispanic Heritage Month mean to you personally and professionally?
Hispanic Heritage Month holds personal and professional significance for me. On a personal level, it’s a reminder of the rich diversity of cultures, languages, and traditions that make up the Hispanic and Latino world.
From a professional standpoint, it’s an opportunity to emphasize the critical role diversity and inclusion play in the workplace. More importantly, it highlights the profound and growing impact the Hispanic community has on our economy. This celebration aligns with broader efforts to understand and appreciate the diversity that strengthens teams, drives innovation, and fuels business success.
What are some unique challenges Hispanic professionals face in corporate leadership, and how can companies better support them?
Hispanic professionals in corporate leadership often face unique challenges rooted in systemic barriers and cultural dynamics. One of the most significant challenges is underrepresentation and visibility. Despite their substantial contributions, Hispanic professionals remain underrepresented in executive and leadership roles, with many companies still lacking diversity at the highest levels. Stereotypes and biases often lead to unequal access to high-visibility projects or promotions, limiting career advancement opportunities.
The lack of mentorship and sponsorship further compounds this issue. While these elements are growing, gaps still exist that hinder leadership advancement. Additionally, cultural expectations and communication styles can sometimes be misinterpreted in corporate environments, creating further obstacles to career progression.
To address these challenges, organizations must prioritize increasing representation in leadership, invest in cultural competency training, and establish strong mentorship and sponsorship programs. Implementing career development initiatives can also play a crucial role in bridging the representation gap and fostering more inclusive leadership.
What changes have you seen in the representation of Hispanic talent in the C-suite and boardrooms throughout your career?
Over the years, Hispanic representation in the C-suite and boardrooms has improved, but progress remains slow and uneven. Here are some of the notable changes:
- Recognition of Hispanic Consumer Power: With Hispanics representing a growing share of the U.S. consumer base, companies are realizing the importance of having Hispanic leaders in decision-making positions to effectively reach and understand this demographic. This shift has opened more executive opportunities for Hispanic professionals, especially in industries like consumer goods, entertainment, and technology, where cultural relevance is key to success.
- Gradual Increase in Representation: Historically, Hispanic professionals were significantly underrepresented in executive and board positions. However, the past decade has seen a gradual increase in the number of Hispanic leaders reaching the C-suite and corporate boards.
- Public Commitments to Diversity: Many companies, particularly large corporations, have made public commitments to increasing diversity in leadership. This trend accelerated following recent social justice movements, such as Black Lives Matter, which ignited broader conversations about racial and ethnic representation across industries. Some companies have set specific diversity goals for their executive teams, leading to a more intentional focus on recruiting and promoting Hispanic professionals.
- Focus on Pipeline Development: There’s been a shift toward building leadership pipelines aimed at underrepresented groups, including Hispanics. Organizations like the Hispanic Association on Corporate Responsibility (HACR) and the Latino Corporate Directors Association (LCDA) play pivotal roles in connecting Hispanic professionals to board opportunities and executive networks.
- Increased Advocacy & External Pressure: Advocacy groups, investors, and consumers have increased pressure on companies to improve representation at the top. Why? Investors and large institutional shareholders are increasingly linking corporate diversity to financial performance and long-term sustainability, pushing companies to ensure their leadership teams reflect the demographics of their workforce and consumers.
- Emphasis on Board Diversity: The number of Hispanic professionals serving on corporate boards has also risen, thanks in part to increased transparency around board composition, as public companies are often required to disclose their board diversity.
While these changes are promising, significant challenges persist. Hispanic representation in the C-suite and boardrooms remains disproportionately low relative to the overall population. According to a 2023 report from the Latino Corporate Directors Association, only 5.4% of Fortune 500 companies had a Hispanic board member, and even fewer had Hispanic CEOs.
Looking ahead, I see an increasing focus on diversity metrics and accountability, along with more Hispanic leaders stepping into high-visibility roles. Continued efforts in developing leadership pipelines, coupled with cultural and structural changes, will be critical to ensuring that this trend of increasing representation continues.
What advice would you give young Hispanic/Latino professionals aspiring to executive or board positions?
The path to leadership can be challenging, but here are some key pieces of advice to help navigate this path:
- Build a strong network. Connect with other Latino professionals, join relevant organizations, and seek mentors with leadership experience, whether from within or outside the Hispanic/Latino community.
- Enhance your leadership skills. Develop a strong understanding of business functions such as finance, marketing, operations, and strategic planning—areas often prioritized in executive and board roles. Consider enrolling in leadership development programs to refine your skills and increase your visibility.
- Be intentional about personal branding. Position yourself as a thought leader by participating in panels, writing articles, and engaging in industry discussions. Cultivate a professional image that reflects your expertise and leadership potential.
- Stay informed. Keep up with industry trends, disruptive technologies, and shifts in the business landscape. Investing time in understanding corporate governance, risk management, and board dynamics is essential. Certifications or training in these areas (e.g., through LCDA) will be valuable.
- Acknowledge your worth and use your voice. Believe you have a place in a leadership position. Empower the next generation of Latino professionals by mentoring others and sharing your journey.
- Seek mentorship. Find leaders within your organization who will advocate for your growth and advancement.
- Prepare for challenges and stay resilient. You’ll encounter barriers related to bias, stereotypes, or underrepresentation. Overcoming these obstacles will make you a stronger, more empathetic leader.
Mar’s interview sheds light on the unique challenges Hispanic professionals face in corporate leadership, from systemic barriers to misinterpreted cultural dynamics. By focusing on increasing representation, fostering inclusive leadership pipelines, and investing in career development initiatives, organizations can advance Hispanic leaders and achieve greater success.
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