In This Climate, Silence Is Not Safety

For many LatAm andHispanic employees, recent news isn’t just politics—it’s personal.

Even citizens and long-term residents are feeling a rise in vigilance, protective concern for family, and quiet anger at injustice.

If you’re in HR, these emotions are reasonable—and ignoring them risks morale, retention, and trust.

💡 Three moves that matter right now:

1️⃣ Create safe spaces to talk without fear.

2️⃣ Share resources—legal aid, mental health, financial planning.

3️⃣ Train managers to recognize quiet self-protection, to not be mistaken for disengagement.

Safe questions to start the conversation:

• “How are you and your family navigating things right now?”

• “Do you feel supported here?”

• “What would help you feel more secure and valued?”

Why now?

Political rhetoric and policy shifts are creating uncertainty for many employees with LATAM or Hispanic heritage—whether undocumented, on work visas, residents, or citizens.

This isn’t just about immigration—it’s about psychological safety at work.

The possible cost of ignoring it:

• Higher turnover of valued talent.

• Lower engagement and collaboration.

• Reputational risk if employees feel unsupported.

The payoff of being proactive:

• Stronger loyalty and retention.

• Higher productivity from.   employees who feel safe.

• A workplace culture that reflects your company’s stated values.

I work with U.S.-based companies to build cultural fluency in HR and leadership, and to facilitate private, dignity-based workshops where LATAM & Hispanic employees can safely share what’s on their minds. This can be a one-time session with follow-up coaching or a longer-term allyship initiative that empowers leading LatAm and Hispanic voices inside your company to mentor, connect, and create a network of mutual support.

The result: retention, trust, and resilience—even in uncertain times.

📅 Let’s talk: https://scheduler.zoom.us/gustavo-u6qn97/m-s-scheduler

myautenticoself.com

Partnering with U.S. Companies