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In the following pages, we present the LATINO 100, our annual listing of the best places for Latinos to work. To select them, input was gathered from Latino nonprofits and community organizations as well as our readers, partners and stakeholders. From this, the final listing was compiled by the editors of LATINO, combined with our own research. The companies are in alphabetical order, since numerical rankings can be arbitrary and misleading, and those profiled alongside the listing are not necessarily the upper tier, though they are representative of their industries and serve as corporate role models.
Our goal is to identify the companies providing the most opportunities for Latinos and recognize initiatives that benefit our community in areas like philanthropy, workforce diversity, minority business development and governance. Education remains one of the most important challenges facing us, and companies like AT&T and Comcast consistently top the list. Certain financial service companies like Morgan Stanley, Comerica and Wells Fargo are included, even if the industry as a whole is not. In the energy sector, ExxonMobil and BP lead the way. Silicon Valley is largely missing in action, and many well-known tech companies such as Google and Facebook have failed to walk the walk despite years of talking the talk.
Another important factor was the impact of these programs upon the Latino community. We reviewed many commendable corporate initiatives, but if they lacked an effective outreach or media strategy, they didn’t make the cut. Some projects look great on a press release but have little impact.. In the case of STEM, many young Latinos and their parents simply don’t know of the opportunities in these career fields. It’s important to reach not hundreds, but hundreds of thousands. The message needs to get out to the entire Latino community, not just the registrants at an annual conference or attendees at a luncheon, who’ve all heard it before, anyway. This is a role Latino-owned media is uniquely suited to play.
Has support for Latino initiatives decreased since the first year of the Trump Administration? Some we’ve spoken to in the nonprofit world report that contributions are down, and some budgets have been shaved, if not slashed despite billions in tax breaks for corporate America. The anti-immigrant rhetoric of the campaign may have died down, though Latinos are still not well-represented and nothing has been done to address issues like DACA. But others have reported that it’s business as usual.
As for those companies not included in this year’s listing, we apologize for any omissions. It could be they simply did not reply to our requests for information, or failed to meet our publication deadline, or that we simply don’t know enough about their support for the Latino community. Since we were unable to evaluate these companies, they were not considered for inclusion in the 2018 LATINO 100. Many thanks to all those who participated and helped us in this effort.
Eric Garcia
Aflac
1932 Wynnton Road
Columbus, GA 31999
www.aflac.com
Daniel P. Amos
Altria
6601 West Broad Street
Richmond, VA 23230
www.altria.com
Martin J. Barrington
American Express
200 Vesey Street
New York, NY 10080
www.americanexpress.com
Stephen Squeri
AON
200 East Randolph
Chicago, IL 60601
www.aon.com
Gregory C. Case
AT&T
208 S. Akard St.
Dallas, TX 75202
www.att.com
Randall Stephenson
Bank of America
100 North Tryon Street
Charlotte, NC 28202
www.bankofamerica.com
Brian T. Moynihan
Barilla USA
885 Sunset Ridge Rd.
Northbrook, IL 60062
www.barilla.com
Jean-Pierre Comte
BP
501 Westlake Park Blvd.
Houston, TX 77079
www.bp.com
John Minge
Carnival
3655 NW 87th Ave.
Miami, FL 33178
www.carnival.com
Arnold Donald
Chase
270 Park Avenue
New York, NY 10017
www.chase.com
Jamie Dimon
Chrysler
1000 Chrysler Drive
Auburn Hills, MI
www.chrysler.com
Sergio Marchionne
Cigna
900 Cottage Grove Rd.
Bloomfield, CT 06002
www.cigna.com
David Cordani
Cisco
170 West Tasman Dr.
San Jose, CA 95134
www.cisco.com
Charles Robbins
Coca-Cola
1 Coca-Cola Plaza
Atlanta, GA
www.coca-cola.com
James Quincey
Colgate-Palmolive
300 Park Avenue
New York, NY 10022
www.colgatepalmolive.com
Ian M. Cook
Comcast
One Comcast Center
Philadelphia, PA 19103
www.comcast.com
Brian L.Roberts
Comerica
1717 Main Street
Dallas, TX 75201
www.comerica.com
Ralph W. Babb, Jr.
Delta
1030 Delta Blvd.
Atlanta, GA 30354
www.delta.com
Edward Bastian
Denny’s
203 East Main Street
Spartanburg, SC 29319
www.dennys.com
John Miller
ExxonMobil
5959 Las Colinas Boulevard
Irving, TX 75039
www.exxonmobil.com
Darren Woods
Ford
One American Rd.
Dearborn, MI 48126
www.ford.com
James Hackett
General Motors
300 Renaissance Center
Detroit, MI 48243
www.gm.com
Mary Barra
Georgia Power
241 Ralph McGill Blvd.
Atlanta, GA 30308
www.georgiapower.com
Paul Bowers
GlaxoSmithKline
5 Moore Dr
Research Triangle Park, NC 27709
www.gsk.com
Andrew Witty
Herbalife
800 West Olympic Blvd.
Los Angeles, CA 90015
www.herbalife.com
Richard Goudis
Hilton
7930 Jones Branch Drive
McLean, VA 22102
www.hilton.com
Christopher J. Nassetta
Hyatt
71 S. Wacker Drive #2425
Chicago, IL 60606
www.hyatt.com
Mark S. Hoplamazian
Leidos
11955 Freedom Drive
Restom, VA 20190
www.leidos.com
Roger Krone
Lilly
Lilly Corporate Center
Indianapolis, IN 46285
www.lilly.com
John C. Lechleiter
Lockheed Martin
6801 Rockledge Drive
Bethesda, MD 20817
www.lockheedmartin.com
Marillyn A. Hewson
Marsh & McLennan
1166 6th Ave.
New York, NY 10036
www.mmc.com
Daniel Glaser
MasTec
800 S. Douglas Rd.
Coral Gables, FL 33134
www.mastec.com
José Ramon Mas
McDonald’s
2111 McDonald’s Drive
Oak Brook, IL 60523
www.mcdonalds.com
Steve Easterbrook
Metlife
200 Park Avenue
New York, NY 10166
www.metlife.com
Steven Kandarian
Microsoft
One Microsoft Way
Redmond, WA 98052
www.microsoft.com
Satya Nadella
MillerCoors
250 S. Wacker Dr.
Chicago, IL 60606
www.millercoors.com
Gavin Hattersley
Morgan Stanley
1585 Broadway
New York, NY 10036
www.morganstanley.com
James Gorman
NATIONAL EXPRESS
2601 Navistar Dr.
Lisle, IL 60532
www.nellc.com
Matt Ashley
NATIONAL GRID
40 Sylvan Rd.
Waltham, MA 02451
www.nationalgridus.com
John Pettigrew
New York Life
51 Madison Avenue
New York, NY 10010
www.newyorklife.com
Theodore A. Mathas
Nissan
1 Nissan Way
Franklin, TN 37067
www.nissanusa.com
Hiroto Saikawa
OppenheimerFunds
225 Liberty St.
New York, NY 10281
www.oppenheimerfunds.com
Arthur Steinmetz
Prudential
751 Broad Street
Newark, NJ 07102
www.prudential.com
John Strangfeld
Raytheon
870 Winter Street
Waltham, MA 02451
www.raytheon.com
Thomas A. Kennedy
Sodexo
9801 Washingtonian Boulevard
Gaithersburg, MD 20878
www.sodexo.com
Michel Landel
State Street
One Lincoln Street
Boston, MA 02111
www.statestreet.com
Joseph L. Hooley
SunTrust
303 Peachtree St. NW
Atlanta, GA 30308
www.suntrust.com
William H. Rogers, Jr.
Thales USA
100 W. Commons
New Castle, DE 19720
www.thalesgroup.com
Alan Pellegrini
Thomson Reuters
3 Times Square
New York, NY 10036
www.thomsonreuters.com
James Smith
T-Mobile USA
1290 SE 38th St.
Bellevue, WA 98006
www.t-mobile.com
John Legere
Toyota
19001 S. Western Ave.
Torrance, CA 90501
www.toyota.com
James Lentz
United Airlines
233 S. Wacker Dr.
Chicago, IL 60606
www.united.com
Oscar Muñoz
UPS
55 Glenlake Parkway NE
Atlanta, GA 30328
www.ups.com
David P. Abney
Walgreens
200 Wilmot Road
Deerfield, IL 60015
www.walgreens.com
Steffano Pessina
Wells Fargo
420 Montgomery Street
San Francisco, CA 94104
www.wellsfargo.com
Timothy Sloan
Altria is building a culture where all employees feel included, heard
and challenged to contribute. Its nine employee resource groups (ERGs) bring together employees with shared characteristics or life experiences to help the company benefit from our diversity and become more inclusive. Altria’s Hispanic ERG, Sí!, focuses on leveraging Latino employees as strategic thinking partners for Altria by sharing adult consumer insights and recruiting and retaining Latino talent. Janet Santana, chairwoman of Sí!, said, “We’ve developed resources to help our business leaders understand cultural differences, and we’ve brought in experts who challenge all of us to think differently. The ERGs are a powerful support for Altria’s culture of innovation.”
Since 2008, AT&T has focused its giving with the purpose of raising the high school graduation rate to 90 percent by 2020. Its signature program to achieve this, Aspire, has involved more than one million 
students since it began by connecting grassroots programs throughout the country to the students that need it most. The country is now within eight percentage points of achieving the 90 percent goal. Because Aspire targets students at greatest risk of dropping out, those from Latino and African American communities have received the bulk of support from the $400 million planned investment by AT&T so far. The campaign has also reached its goal of contributing one million mentoring hours from AT&T employees working with HACEMOS, AT&T’s Latino employee resource group. Aspire was the brainchild of AT&T chairman and CEO Randall L. Stephenson, who saw the need to address the rising dropout rate among American youth.
Barilla’s Black and Latino Employees ERG is named Alleanza, which
means Alliance in Italian. Alleanza was created in 2016 with the objective of contributing to an inclusive culture for all employees. To support Barilla’s diverse recruiting strategy, Alleanza leverages Barilla’s partnership with HACE (Hispanic Alliance for Career Enhancement), so members of Alleanza participate in various HACE programs including volunteering during career fairs and hosting the Mujeres de HACE leadership program (Fall 2017). Alleanza also joined CLEO (Consortium of Latino Organizations) which has provided an opportunity for Barilla employees to network with other Latino professionals in the Chicago area and share best practices. In Barilla’s Northbrook office (Americas HQ), Alleanza organizes at least one speaker during Hispanic Heritage Month to share their expertise on how engaging Latinos in the workplace and in the marketplace is good for business.
Employing 74,500 people in 72 countries, BP recognizes and values the rich diversity both of its employees and of the communities where they live and work. The company is committed to fostering a 
collaborative and inclusive work environment by championing diversity and empowering its employees to work together as one team. BP America’s Energía business resource group provides a forum for Latino employees to connect and exchange ideas with colleagues across the country, while offering opportunities to enhance their career development. BP is also committed to increasing diversity in its supply chain, and from 2012 to 2017 it spent more than $500
million with Hispanic-owned enterprises across the country. In addition, BP is a strong supporter of national and local organizations that create greater opportunity for Hispanic businesses and students. From promoting STEM education for underrepresented minorities, to serving on the board of directors for the USHCC, BP has consistently backed initiatives and programs that help Latinos pursue successful careers in the energy industry.
“At Carnival Corporation, diversity starts at the helm, with four of 10 brand presidents reflecting diversity,” said Carlos F. Orta, Vice 
President, Corporate Affairs. Orta, formerly the CEO and President of the Hispanic Association on Corporate Responsibility (HACR), joined the Miami-based cruise line in 2014. “At Carnival, diversity and inclusion is a mindset. It is reflected in our people, brands, ports of call, and guests. Some of Carnival’s partner organizations that support the company’s diversity goals are: Catalyst, Executive Leadership Council (ELC), HACR, Human Rights Campaign (HRC), and Leadership Education for Asian Pacifics, Inc. (LEAP).”
Peter R. Villegas is Vice President and the Head of the Office of Latin Affairs for the Coca-Cola Company. In his position, he serves as a
national spokesman for the company developing and managing the execution of local, regional and national strategies that position the company as a leading corporate citizen in the U.S. Hispanic community. His responsibilities include managing relationships with key local, state and national Hispanic political, community, business and civic leaders. Villegas also serves on The Coca-Cola North America Executive Leadership Team. Recognized as a regional and national corporate leader, he has wide-range knowledge of various corporate, civic, political and community issues and initiatives and has 23 years of experience in corporate America.
Comerica supports and promotes diversity, both internally with employees, and externally with customers and suppliers through a number of initiatives. The Hispanic Diversity Initiatives are primarily f
ocused on developing relationships with external Hispanic communities, while the Hispanic Ambassador Teams are primarily focused on the professional development of Comerica employees. The Hispanic Diversity Initiatives are crucial in helping Comerica develop an understanding of the Hispanic market and developing partnerships with key community and opinion leaders in the Hispanic community. The Hispanic Ambassador Teams serve as an at-large engagement of Comerica employees, who are interested in participating in activities on a volunteer basis to support the Hispanic Diversity Initiative. Monica L. Martinez serves as SVP, External Affairs – Michigan Market and National Hispanic Business Development Director.Students Rushawn Walters and Nia Muhammad, both of Howard University, and Sarah Rahal, of Wayne State University, won the prize with “Jammin’ with GM,” a video story told through carpool karaoke, focusing on the new Chevrolet Cruze. Students took part in a journalism workshop led by Ray Suarez, former host of NPR’s Talk of the Nation. They also heard a panel on the state of diversity in newsrooms moderated by journalist Ed Gordon, featured fashion critic Michael Quintanilla, formerly of the Los Angeles Times and San Antonio Express News; political journalist Patricia Guadalupe, a contributing writer to LATINO Magazine; Walter Middlebrook, Detroit News assistant managing editor; and Salvador Rodriguez, Inc. magazine’s tech reporter.
More than 600 students in underserved communities have benefited from GM’s support of a coding program created by the Hispanic
Heritage Foundation since 2015. The program, Code as Second Language, creates awareness of STEM careers such as software engineering and computer science. It also aims to address a projected shortage of professionals in STEM careers. The program invites elementary through high school students to an all-day code boot camp or an eight-week coding academy. It has focused on students in communities that are underserved and in which the majority of the population is Hispanic. Events have taken place in Phoenix, AZ, Tempe, AZ, Arlington, TX, Austin, TX, Roswell, GA and Pontiac, MI between 2015 and 2018.
Herbalife Nutrition is among the few Fortune 500 companies with three Hispanics serving on its Board of Directors at the same time. Over the past several years, the company has partnered with over 30 national and state Latino organizations, as well as organizations that serve the Latino community directly. One-third of 
its employees in the United States are Latino including an executive team of accomplished Hispanic leaders: Senior Vice President of North America Ibi Montesino, Vice President of Government and Community Affairs Angela Arboleda, Vice President of Communications Content Strategy Casey Hernandez; and Dr. Rocio Medina, M.D., Vice Chairwoman & Member, Nutrition Advisory Board. The company also counts on the counsel and guidance of board members including former State Department Undersecretary, Maria Otero, Former Surgeon General of the United States, Richard H. Carmona M.D.; and former chief financial officer of the U.S. Air Force, Michael Montelongo.
Jon Muñoz was recently promoted to vice president of global diversity and inclusion for Hilton. Muñoz leads Hilton’s diversity management
practice focused on culture, talent and marketplace initiatives. He is responsible for leading external engagement strategies with diverse strategic non-profit partners, consulting with internal diversity stakeholders, and developing diversity training initiatives. Muñoz actively serves in leadership roles at a number of nonprofit organizations including Friends of the American Latino Museum Treasurer of the Board of Directors; International Gay & Lesbian Travel Association Vice Chair of the Board of Directors; League of United Latin American Citizens Corporate Alliance; and the USHCC Senior Executive Corporate Advisory Board. He is also a co-founder of the National Hispanic Corporate Council Corporate Executive Development Program (CEDP) offered in partnership with Southern Methodist University Cox School of Business.
Leidos fosters an inclusive work environment and contributes to its communities is through seven Employee Resource Groups (ERGs). 
The Hispano-Latino Leidos Asociación (HoLA) ERG is committed to providing resources to promote recruitment, education, career and personal development, and peer-to-peer networks that spread personal and professional growth. With Chief Audit Executive Bettina García Welsh as the executive sponsor, the group regularly hosts executives and leadership panels to share insight and receive feedback from attendees. company’s growth. In the community, HoLA sponsors Latina SciGirls, a cohort within the Children’s Science Center in Fairfax, Virginia. Latina SciGirls delivers extracurricular STEM education to students of Title I designated schools..
McDonald’s and its franchisees are committed to maintaining a diverse and inclusive workforce for all. The company is dedicated in
helping all restaurant employees further their education and achieve their dreams. In 2015, McDonald’s launched Archways to Opportunity, a comprehensive education program that provides eligible U.S. employees at participating restaurants an opportunity to earn a high school diploma, receive upfront college tuition assistance, access free education advising services and learn English as a second language by participating in McDonald’s English Under the Arches (EUA) program. Since 2007, over 6,000 people have graduated from EUA, and today more than 95% of program participants are Hispanic. To date, the company has increased access to education for over 20,000 people in the U.S.
National Express, LLC has more than 23,500 school buses serving 
over 550 school districts in 38 U.S. states and three Canadian provinces, and is committed to getting 1 million students to school each day safely, on time and ready to learn. This commitment is matched by the company’s long-term support for the education policy-focused programs of NALEO and the company’s advocacy on key issues of interest to the Latino community. As CFO Alejandro Castro has said: “Our support for organizations like NALEO is part of our commitment to serving diverse communities across America. Every day, we bring a strong focus on the training and education of our associates so that we can safely transport the most precious resource there is – the children of the communities we serve. We take our responsibility for safety very seriously and there is nothing more important to us.”
National Grid is an electricity and natural gas delivery company that connects over 7 million customers to vital energy sources through its networks in New York, Massachusetts and Rhode Island. Through its
U.S. Connect21 strategy, National Grid is transforming its electricity and natural gas networks to support the 21st century digital economy with smarter, cleaner, and more resilient energy solutions.. “National Grid is doing its part to ignite passion in students to pursue STEM studies and inspire tomorrow’s future professionals,” says Keith Hutchison, Senior Vice President, Human Resources & Chief Diversity Officer of National Grid. The company funds community and education programs with organizations such as City Year, Girls Inc., Junior Achievement, and FIRST LEGO League Rhode Island, among others, that focus on fostering an interest in STEM learning in students of all ages and backgrounds.
At Raytheon, Judy Lewis is Vice President of the Mission Systems and Sensors Business Development for the company’s Integrated Defense Systems, with nearly $2 billion in sales. Her division, based 
in Massachusetts, supports another Raytheon division, Mission Systems, and is focused on radars. Raytheon’s workforce includes 27% people of color and 26% female, including 22% people of color and 36% female in their leadership development program. Additionally, 18% of Raytheon’s board members are female. The company also has several employee resource groups for the diverse communities within its workforce, including HOLA, the Hispanic Organization for Leadership and Advancement. “Raytheon is also over 50 percent international and a diverse background goes well with that,” says Lewis, a native of Colombia. “It’s a fascinating place to work. It’s exciting to be here and make an impact in a positive way.”
SunTrust Bank and Emprendedores Latinos USA attracted a diverse crowd of enthusiastic small business owners to the inaugural U.S.
Business Series: Empowering Minority-Owned Businesses. Attendees heard from a panel of diverse minority business leaders, including Javier Palomarez, former President and CEO of the United States Hispanic Chamber of Commerce; Stacey Key, President and CEO of the Georgia Minority Supplier Development Council; Susan Au Allen, President and CEO of the U.S. Pan Asian American Chamber of Commerce Education Foundation; and Ron Busby, President and CEO of the U.S. Black Chambers, Inc..”The event was a demonstration of our commitment to inclusion in our communities through SunTrust’s four principles: One Team, Client First, Executional Excellence, and Profitable Growth,” remarked Yeny Malaver, SunTrust First Vice President, Treasury and Payments.
At T-Mobile, diversity and inclusion prompt ideas that help foster the kind of forward thinking that pushes the company, and the industry, 
forward. T-Mobile has defined the Un-Carrier by what they are not—not about restrictions or ridiculous charges. But they’ve also defined what they are about, and that includes promoting diversity internally and externally with customers and suppliers, creating six employee network groups, and fostering change at a workplace that thrives on it.T-Mobile has received a perfect 100 on the Human Rights Campaign (HRC) Corporate Equality Index five years in a row and an 11th year designation as a Top 100 Military Friendly Employer by Military Friendly. T-Mobile has also received another 100% on the Disability Equality Index (DEI). “T-Mobile is a brand built on listening to our customers: customers who are heard, not dismissed – diverse customers all across the country from every region, economic class, race, sex, creed, gender identity, sexual orientation. Our customers are America,” says T-Mobile CEO John Legere. With a 62% diverse team (30% Hispanic) and a 57% diverse customer base (27% Hispanic) there is no question that diversity is a priority at T-Mobile.
United was a sponsor of the 2017 BRAVA Awards, held at the University Club in Chicago. At the annual event recognizing Latina 
mentorship in corporate America, Chief Diversity Officer Gregory Jones presented the award to Vania Wit, Vice President and Deputy General Counsel in United’s legal department. A daughter of Bolivian immigrants, the Harvard Law graduate and 19-year veteran of the company said in her acceptance, “United is a very supportive environment. As a Latina, I feel that I have been fortunate to have a company that really takes diversity and inclusion to heart.” The company has several Business Resource Groups that reach out to employees of various backgrounds, such as the multicultural UNITE. CEO Oscar Munoz is one of the few Latino CEOs in the Fortune 500.
At Wells Fargo, more than 60,000 team members participate at least in one of 10 Team Member Networks that are open to all team members. The Latin Connection Team Member Network has more than 40 
chapters throughout the United States. The group piloted a mentoring program for 35 mid-level team members called the Emerging Leaders League (ELL). ELL is intended to broaden the participant’s understanding of career development and what it takes to succeed at Wells Fargo. The company works with multiple diversity organizations to source and attract diverse talent through partnerships, career fairs, job boards, marketing, direct sourcing and cultivation strategies. Examples include ALPFA and Prospanica. Wells Fargo Talent Acquisition also partners with diverse national scholarship programs like the Hispanic Scholarship Fund to provide internship and scholarship opportunities to their scholars.