Hello,

Today is Latina Equal Pay Day in the United States, which makes it one of the last Equal Pay Day observances of the year. Unfortunately, this is no coincidence, as October represents how far into this year Latinas must work to earn what white men made in 2023. With the close of 2024 not far off, that means it takes almost two years for Latinas to earn what their male, non-Hispanic counterparts earn in only a year.

This disparity is unconscionable. We should be outraged. We should be moved to act.

With the end of the year in sight, can you look back to January and definitively say that you’ve done something different to foster greater equity and inclusion at work? Have you taken a step, made a change, or moved beyond words to positively impact marginalized people in your organization and community? After all, we’ve had nine months to talk about these and other sociopolitical topics related to women’s rights (even more so due to the upcoming presidential election!). While having these conversations is important, words without action are a gateway to complacency.

If you haven’t changed course this year, how do you plan to battle that apathy in 2025? I often tell clients in my workshops that what they’re doing speaks so loudly that I can’t hear what they’re saying. If your organization isn’t pursuing greater inclusion, your actions are projecting that. Your employees and even your customers can easily see what you value, and who you don’t. Conversely, if your workplace fosters inclusion and sees the imperative nature of DEI, its positive impacts will be palpable.

If you’re afraid your workplace falls into the first group, know that it’s never too late to do something different. Let’s chat about how I can speak with your team, either virtually or in-person, to encourage and equip your organization to take that pivotal first step.

Stacey Gordon, MBA
Rework Work CEO