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In recent years, diversity, equity, inclusion, belonging, and accessibility (DEIBA) initiatives have become essential elements of organizational strategy across industries by helping transform workplaces and by fostering a more inclusive environment for all. However, for Hispanic executives and other leaders of color working within predominantly white institutions (PWIs), leading DEIBA efforts presents unique challenges as well as opportunities to leverage cultural strengths. This has been my experience, anyway.
As a Hispanic executive, I have a unique perspective shaped by personal experiences and a deep understanding of the diverse community I represent. I leverage my cultural values to emphasize relational capital, community, and resilience that brings a powerful approach to DEIBA work. The goal is to challenge institutional norms while fostering genuine inclusivity.
And I can help you do the same.
The Challenges and Opportunities Leading DEIBA in PWIs
One of the core challenges that Hispanic executives face when leading DEIBA initiatives in PWIs is the implicit expectation of embodying the voice for all groups, which can be both a privilege and a burden. I often find myself as the sole representative of my community or, in some cases, of all minority voices. This has created a heightened visibility that, while amplifying my influence, has also led to heightened scrutiny.
Additionally, I have personally faced resistance from those within the institution who are unfamiliar or uncomfortable with DEIBA initiatives or those who may perceive such initiatives as challenging existing institutional culture. Some are more afraid of change than others.
Despite these challenges, I bring a unique perspective that makes me well-suited for leading DEIBA work. My lived experiences of navigating spaces as a minority allows me to lead with authenticity, resilience, and empathy—qualities that resonate deeply with diverse populations, qualities that resonate with all populations. This ability to connect with others is crucial in creating an inclusive environment and building trust with individuals who may feel marginalized.
My role also provides a valuable platform to bring attention to the systemic inequities that have impacted Hispanic and other communities for generations, inspiring meaningful change within the institution.
Relational Capital and Cultural Strengths in DEIBA Work
A key ingredient for my success in leading DEIBA initiatives is relational capital, which is the web of relationships and trust that I, as a leader, build within the organization. For Hispanic executives like me, relational capital is more than just a professional tool; it is an embedded cultural value that emphasize community, collaboration, and reciprocity.
Allow me to expand with a couple of examples. The importance of familismo (family-oriented values) and compadrazgo (close friendships and alliances) in Hispanic culture illustrates this focus on relationships. By building strong, genuine connections with colleagues across all levels, Hispanic leaders can foster a sense of unity and shared purpose, which is particularly valuable in DEIBA work where buy-in is critical.
The outcome? Relational capital enables DEIBA leaders to secure necessary resources, navigate resistance, and influence decision-makers effectively. By tapping into this cultural asset, I not only enhance my capacity to lead but also bring a refreshing and effective approach to DEIBA work. Drawing from my cultural heritage helps me align my strategies with the principles of inclusivity and collective advancement.
3 Preparation Strategies for Leading DEIBA Initiatives
If you are thinking about or are stepping into an executive role leading DEIBA initiatives, I have some suggestions for you. As we all know, preparation is essential. So, here are three strategic approaches to help build a solid foundation for successful DEIBA leadership:
1. Cultivate a Deep Understanding of Institutional Culture and Dynamics
Before you make significant changes, understand the specific culture, dynamics, and history of the organization. Spend time talking with people, researching the archives, and understanding your context. When you are well-versed in the values, priorities, and unique challenges of your institution, you can approach DEIBA with a tailored strategy that resonates with stakeholders. This insight also enables you to identify potential allies, anticipate resistance, and develop approaches that align with the organization’s mission and values. As a Hispanic leader, leverage your cultural lens to introduce DEIBA practices in a way that feels authentic and aligned with the institution’s ethos.
2. Invest in Building and Nurturing Relational Capital
Because DEIBA work often involves challenging the status quo, strong alliances are crucial. Building relational capital requires intentionality, time, and proximity. Draw on your cultural values like comunidad (community) to develop connections with colleagues. By actively engaging with different departments, seeking out allies in key positions, and building trust with stakeholders across the organization, you make the journey smoother. This approach not only strengthens your influence as a DEIBA leader but also creates a supportive network that can help sustain DEIBA initiatives over the long term.
3. Develop Resilience and Focused Vision
DEIBA leadership is a long-term endeavor that often faces both overt and subtle opposition. It requires a leader who can stay committed to their vision despite setbacks. I have drawn strength from my cultural heritage, which often emphasizes resilience and adaptability. I think about the resilience my parents demonstrated when they left everything behind to pursue a better life for their children en el norte (up North). Developing a clear, compelling vision for DEIBA that is grounded in both personal conviction and professional goals will help you stay motivated and inspire others to join you in your mission. Regularly revisiting the impact DEI initiatives have on the institution and community can reinforce commitment and energize the journey.
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Leading DEIBA initiatives as a Hispanic executive in a predominantly white institution involves navigating unique challenges and seizing valuable opportunities to make a lasting impact. Following the three preparation strategies above will position you to drive transformative change and lead your institution toward a more equitable future.
Norlan Hernández Blandón is a proud Nica/Nicoya—terms used to describe someone with Nicaraguan roots. He is the proud father to Aella Mia and husband to Isabel.
He is the associate provost for engagement and inclusive teaching and learning (aka chief diversity officer) at Fresno Pacific University. He is also CEO and lead consultant at Empowerfy Consulting LLC and the founder and president of Faithful Teachings Inc.
His previous roles include leading the Jesse Miranda Center for Hispanic Leadership at Vanguard University, leading a corporate training department that served an international audience. He has also led a team of higher education professionals who pioneered institutional efforts in creating an infrastructure to support fully online undergraduate and graduate students.
He holds a BA in liberal studies with an emphasis on culture and society from California State Los Angeles, an MA in theology from Fuller Theological Seminary, and a PhD in intercultural studies from Biola’s Cook School of Intercultural Studies. He is currently pursuing an Executive MBA at the Paul Merage School of Business at the University of California, Irvine (UCI). His research interests include Latin American identity, theology, leadership, justice, and DEI.
