Latinos in the United States: understanding Latinidad and its challenges for organizational research

Purpose This paper examines the complexities of studying Latinos in the United States and proposes a novel framework for understanding Latino experiences in organizations. We emphasize the fact that Latinos are not a monolithic group and highlight the importance of emerging pan-ethnic categories of identification, such as Latinx and Latinidad. We conclude with a model describing the intersectionality of various identities to help understand the range of Latino experiences in work and organizational settings. Design/methodology/approach Drawing from Latino nomenclature and history, personal narratives of the authors’ diverse lived experiences and prior research, we develop the Latino Diversity Model, which places Latinidad at its core, as a framework for researching this community. Findings The Latino Diversity Model incorporates several dimensions of Latino identity together with organizational factors that affect Latino experiences. Identity dimensions include national origin, race/skin color, generation/immigration status, language/accent, socioeconomic status/education, sexual orientation, gender and gender expression, and religion. Organizational dimensions include demographic diversity, majority/minority status, organizational climate and group power dynamics. Originality/value Although Latino Studies scholars across multiple disciplines have incorporated the diverse experiences of the broader Latino communities into their research, a notable gap exists in the business and management disciplines. Business schools have largely distanced themselves from this critical research, leaving a void in our understanding of the contributions and challenges of Latinos in management and organizational contexts. The proposed model can serve as a framework for future organizational research focusing on this understudied yet significant population.