Freedman Consulting

There are now more than 60.9 million Latinx-identified individuals in the U.S., making up more than 18.5% of the population, and trending to be approximately 30% by 2050. Yet this demographic trend is not necessarily top of mind in scholarship on management, organizations, and work. Latinx people in the U.S. are already making important contributions to American society; whether in agriculture—laboring in fields picking fruits and vegetables, as essential workers in healthcare, as entrepreneurs, as educators, as STEM or business professionals, and in the boardroom. This reality calls for greater urgency in generating research and scholarship to meet the moment and contribute to understanding this important demographic and cultural group; and as importantly to influence forward-thinking initiatives, shaping workplaces that not only attract Latinx talent but also cater to their unique needs and priorities, ultimately fostering a more innovative and diverse work environment for the future. Our aim in this symposium is to continue to generate scholarship that will assist organizations to develop strategies for attracting, engaging, and retaining Latinx people, in ways that contribute to equality, diversity, and inclusion. It will also provide evidence and perspectives to help Latinx individuals with strategies for navigating structural barriers in organizations, attaining career success, and thriving in the process. This area of inquiry focuses on issues such as the intersectionality of multiple Latinx identities to help identify barriers Latinx people face in employment and to locate ways to mitigate, remove, or overcome these barriers. It addresses areas of vitality, resilience, and possibility, even in the face of obstacles; as well as ways in which Latinx people are sustaining and developing cultural expression and identity at work and supporting collective ways of fostering more inclusion and equity in organizations and society. Latina Workers: Identifying Individual and Work Factors that Influence their Well-being Author: Lorena Solis; U. of Connecticut Author: Charles Robert Venator-Santiago; - Organizational Embeddedness among Latinx Employees: The Role of Diversity Context Author: Jorge A. Gonzalez; U. of Texas Rio Grande Valley Exploring the Impact of Intersectionality on Employee Preferences for W/L Balance and Compensation Author: Patricia Guerrero; U. of Texas At Arlington Not about the Money: Honor Concerns and the Importance of Negotiation Issues. Author: Jimena Ramirez Marin; IESEG School of Management (LEM-CNRS 9221) Ethnic identity as a lens for studying affinity groups: Latinx/Hispanic Business Associations Author: Patricia G. Martinez; Loyola Marymount U.

The “inclusive organization” invoked in the AOM 2019 theme is presumably one in which inclusiveness is evident at every level of analysis: an organization that does inclusive things, exhibits an inclusive environment, and wherein members of all identities and backgrounds actually experience a sense of inclusion. Part of developing truly inclusive organizations therefore necessarily involves making sense of why the relationship between macro-level inclusiveness e.g., diversity programs, affirmative action policies, human resource management practices and organizational members’ everyday experiences of equity and inclusion is inconsistent at best (e.g., Nishii, Khattab, Shemla, & Paluch, 2018; Nkomo & Hoobler, 2014). Session panelists will draw on their extensive experience and expertise to help us better understand this apparent disconnect and explore ways of overcoming it, particularly through a consideration of how inclusion happens (or fails to happen) at the relational level.

Cholesterol levels of serum high-density lipoprotein (HDL) subclasses, HDL2 and HDL3, were examined in a random subsample (n = 561) of children (7 to 17 years of age) from a total biracial community. Overall, black children in younger (7 to 10 years) and older (11 to 17 years) age groups alike had significantly higher HDL2 cholesterol (HDL2-C) and HDL3-C than their white counterparts. In addition, black children had a relatively higher frequency of joint occurrence of high levels of both HDL2-C and HDL3-C. A significant sex-related difference, with girls showing higher values than boys, was noted among younger age groups for HDL2-C. A male-female crossover trend in HDL2-C levels was apparent only among white children, with girls showing higher values after age 11. Both age and sexual maturation were inversely associated with HDL3-C levels in white children, irrespective of sex (p less than .001). Serum triglycerides were inversely related to both HDL2-C and HDL3-C only in white children (p less than .001). A black-white difference in HDL2-C persisted only among boys and girls in the older age group after adjusting for the covariates (sexual maturation, age, adiposity, oral contraceptive use, cigarette smoking, alcohol use, and serum triglycerides). With respect to HDL3-C, the covariate-adjusted difference remained significant only among boys in the older age group. Metabolic variations between the races in response to both physiologic and environmental factors likely account for the divergence in antiatherogenic HDL pattern.

Relationships between initial anthropometric variables and subsequent diastolic blood pressure (fourth phase) were examined in children identified as being in the upper quintile for diastolic blood pressure at Year 1. Of 156 white children, aged 10 to 14 years, with diastolic blood pressure levels in the upper age-race-sex-specific quintile at Year 1, 38% remained in the upper quintile at Year 4. However, there was a definite trend for leaner children, defined by ponderosity (weight/height3) to remain in the highest diastolic blood pressure quintile (p less than 0.001). Of white children originally identified in the highest quintile for diastolic blood pressure and the lowest quintile for ponderosity (lean group), 67% (18 of 27) remained in the upper quintile at Year 4. In contrast, only 21% (11 of 52) of white children identified as being in the highest quintile for both diastolic blood pressure and ponderosity (obese group) at Year 1 were in the upper diastolic blood pressure quintile at Year 4. Similar results were seen in children examined 5 years later. Pearson correlation coefficients and linear regression analyses confirmed the negative relationship between initial ponderosity and subsequent diastolic blood pressure, especially in older children. A similar relationship was noted in black children. Potential differences in the etiological process of obesity-related and non-obesity-related high blood pressure were examined. These observations indicate that characteristics other than obesity can contribute to high blood pressure in late childhood.