Articles by Ricardo González

The current shakedown in the construction industry allows for two very important things to happen that are to the benefit of both the organization and the workers. It allows companies to refocus on training their workforce for the long term and it helps clean up the subcontractor industry.

Company leaders consistently tell me that their No. 1 priority is safety. For the most part, I believe this is the case. This being said, the reality is that our safety talks to Latinos very frequently fall short of the level of importance and priority we affirm. I would like to help you with your safety talks with Latinos. I am speaking specifically here about the presentation of the actual safety talks. There are three key words that will point the way as it relates to delivering information on the subject of safety. They are clear, consistent and compelling.

In last month’s article, “Safety Training That Works with Latinos,” we set a base of understanding. We learned what training is and what it does, and we learned some important factors to consider when teach-ing safety to Latino laborers.

In this article, I want to move into more specifics regarding safety training with Latinos. There are three very specific concepts you must understand and implement if you are to have high levels of success in training safety with Latino employees.

Let’s face it; more Latinos are getting hurt on the job than is necessary or appropriate. I have frequently cited an Associated Press study documenting that for the Latino worker, safety accident rates are four times that of Anglos. (Some studies have put the ratio as high as 8:1.) Many companies struggle with the actual development and implementation of a safety program, while others struggle with the actual nuts and bolts of teaching safety to people from another culture.

I strongly believe that Latinos who come to the United States should assimilate into the culture. In this article I’ll tell you how they should go about doing this and how you can help them to make this transition.

The Hispanic culture is, at its core, a non-trusting culture. We have learned not to trust people quickly. We come by this justly. If you have ever lived in Latin America, you will know what I mean.

In last month’s article (“Detecting and Developing Latino Leadership”), we learned how to spot leaders among your Latino workforce. Now let’s take a serious look at how to develop Latino leadership.

I mean, you can be great at scouting out talent, but if you don’t know how to coach that talent to reach its maximum potential, it does you very little good. At best, your people will be operating on their natural abilities, but these abilities will not be honed nor maximized in your organization.

It’s a crazy and difficult spot to be in - leading your friends, relatives and countrymen while all the while trying to be loyal to your company and company ownership. I mean, how do you choose your loyalties in this situation?

Ramón didn't understand. He said he did, but he didn't. He said he did because he wanted to make his supervisor happy. Making his supervisor happy cost him his life. Making his supervisor happy cost his family their husband, their father, their provider.