Courage Grows in Safe Spaces
Courage is not the absence of fear—it is a healthy relationship with fear. Latino staff today are navigating both systemic threats and daily bias. Leaders who acknowledge this reality and create workplaces of psychological safety do more than support individual employees—they strengthen their organizations.
The Human Impact Behind the Numbers
Latino families across the U.S. are carrying a heavy burden. Deportations surged to more than 270,000 in 2024, the highest level in ten years.¹ Surveys show that 42% of Latinos worry that they or someone close to them could be deported.² For employees, this is not just a headline—it is a daily undercurrent of stress. Add to this the lived experience of bias: nearly half of Latinas report being treated as “not smart.”³
These realities don’t stay outside the workplace. They shape how staff show up to meetings, how safe they feel to speak up, and how connected they feel to their colleagues and mission. Recognizing this is not about politics— it is about people.
Why It Matters at Work
In Latino culture, family (familia) and community (comunidad) are central. When a parent is worried about being separated from their child, or when discrimination erodes dignity, it touches the whole person. Staff can’t simply set those fears aside when they walk into the office.
Leaders who ignore this climate risk creating silence and disengagement. Leaders who acknowledge it create belonging. And belonging drives trust, innovation, and resilience. In times of fear, the workplace can either deepen isolation or become a sanctuary of support.
What Leaders Can Do
Create spaces of trust. Make it clear that your workplace values dignity and safety. Name the stressors openly: “We know some of you may be carrying fear and uncertainty. This is a safe space to bring your full self.” Words like these can release staff from the burden of silence.
Honor strengths. Many Latino employees draw on deep reserves of resilience, faith, and commitment to family. Tools like CliftonStrengths can help identify talents such as Belief or Responsibility that provide anchors in turbulent times. Naming and celebrating these strengths reinforces cultural pride and empowers action.
Balance safety and visibility. Through Polarity Mapping, leaders can guide staff in exploring the tension between keeping a low profile (Safety) and speaking up (Visibility). Both are necessary. Both carry risk. Courage lies in knowing when to lean toward one, when to lean toward the other, and how to support one another across the spectrum.
Invest in allyship. Encourage managers to check in personally. Model solidarity so employees know they are not alone.
Create Space for Courage
Latino staff bring extraordinary strengths—resilience, creativity, and a strong sense of community. In today’s climate, they also bring legitimate fears. Leaders who create environments of psychological safety not only ease those burdens but unlock the full potential of their teams.
Fear will not disappear overnight. But workplaces can become spaces where fear is acknowledged, where dignity is protected, and where courage has room to grow.
References
U.S. Immigration and Customs Enforcement, FY2024 deportation data.
Pew Research Center, “Hispanic views on deportation,” 2025.
Pew Research Center, “Latino discrimination experiences,” 2023.
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About Anna & Executive Horizons
Anna Alvarez Boyd, is the founder of Executive Horizons LLC, a consulting and leadership coaching business. Anna brings over 30 years of experience as a trusted senior leader to her clients. Her coaching starts with the belief that every individual is talented, creative, and whole. She supports clients to deeper self-discovery, through a unique, tailored approach for each person that includes skill building, reflective practices and leadership development.
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