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, Comcast and Lockheed consistently top the list. Once again, the automotive industry is well-represented, particularly by GM, Nissan and  Toyota. Certain financial service companies like Comerica and Wells Fargo are included, even if the industry as a whole is absent. In the energy sector, ExxonMobil and BP lead the way. In Silicon Valley, Cisco and Microsoft deserve recognition for their efforts to hire Latrinos. But some other well-known tech companies, such as Google and Facebook, have failed miserably at assembling a diverse workforce.

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 companies support Potemkin projects that look great on paper but have little impact or sustainability. 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 comunity, 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 corporate support for Latino initiatives decreased since the election? It’s too early to tell, but some we’ve spoken to in the nonprofit world report that contributions are down, and some budgets have been shaved, if not slashed. The anti-immigrant rhetoric of the campaign may have something to do with this, along with the paucity of Latinos in the new administration. But others have reported that it’s business as usual. Things are equally uncertain in the stormy seas of Latino media. Some are staying afloat, others barely keeping their heads above water. We’ll see what happens.

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 2017 LATINO 100. Many thanks to all those who participated and helped us in this effort.

  Eric Garcia

Felix Sanchez


1 ADP Blvd.

Roseland, NJ 07068

Carlos Rodriguez



1932 Wynnton Road

Columbus, GA 31999

Daniel P. Amos



6601 West Broad Street

Richmond, VA 23230

Martin J. Barrington


American Express

200 Vesey Street

New York, NY 10080

Kenneth Chenault



208 S. Akard St.

Dallas, TX 75202

Randall Stephenson


Bank of America

100 North Tryon Street

Charlotte, NC  28202

Brian T. Moynihan



501 Westlake Park Blvd.

Houston, TX 77079

John Minge


Capital One

1680 Capital One Dr.

McLean, VA 22102

Richard Fairbank



3655 NW 87th Ave.

Miami, FL 33178

Arnold Donald



270 Park Avenue

New York, NY 10017

Jamie Dimon



1000 Chrysler Drive

Auburn Hills, MI

Sergio Marchionne



900 Cottage Grove Rd.

Bloomfield, CT  06002

David Cordani



170 West Tasman Dr.

San Jose, CA 95134

Charles Robbins



1 Coca-Cola Plaza

Atlanta, GA

Muhtar Kent



300 Park Avenue

New York, NY 10022

Ian M. Cook



One Comcast Center

Philadelphia, PA 19103

Brian L.Roberts



1717 Main Street

Dallas, TX 75201

Ralph W. Babb, Jr.



1030 Delta Blvd.

Atlanta, GA 30354

Edward Bastian



203 East Main Street

Spartanburg, SC 29319

John Miller



2500 Lake Cook Rd.

Riverwoods, IL 60015

David W. Nelms



5959 Las Colinas Boulevard

Irving, TX 75039

Darren Woods


General Motors

300 Renaissance Center

Detroit, MI 48243

Mary Barra


Georgia Power

241 Ralph McGill Blvd.

Atlanta, GA 30308

Paul Bowers



5 Moore Dr

Research Triangle Park, NC 27709

Andrew Witty



800 West Olympic Blvd.

Los Angeles, CA 90015

Michael Johnson



7930 Jones Branch Drive

McLean, VA 22102

Christopher J. Nassetta



71 S. Wacker Drive #2425

Chicago, IL 60606

Mark S. Hoplamazian



10550 Talbert Ave.

Fountain Valley, CA 92708

W. Gerald Flannery



Lilly Corporate Center

Indianapolis, IN 46285

John C. Lechleiter


Lockheed Martin

6801 Rockledge Drive

Bethesda, MD 20817

Marillyn A. Hewson


Marsh & McLennan Companies

1166 6th Ave.

New York, NY 10036

Daniel Glaser



800 S. Douglas Rd.

Coral Gables, FL 33134

José Ramon Mas



2111 McDonald’s Drive

Oak Brook, IL 60523

Steve Easterbrook



200 Park Avenue

New York, NY 10166

Steven Kandarian



One Microsoft Way

Redmond, WA 98052

Satya Nadella



250 S. Wacker Dr.

Chicago, IL 60606

Gavin Hattersley


Morgan Stanley

1585 Broadway

New York, NY 10036

James Gorman



4300 Weaver Parkway

Warrenville, IL 60555

David A. Duke



40 Sylvan Rd.

Waltham, MA 02451

John Pettigrew


New York Life

51 Madison Avenue

New York, NY 10010

Theodore A. Mathas



1 Nissan Way

Franklin, TN 37067

Hiroto Saikawa



225 Liberty St.

New York, NY 10281

Arthur Steinmetz



77 Beale St.

San Francisco, CA 94105

Geisha Williams



751 Broad Street

Newark, NJ 07102

John Strangfeld



9801 Washingtonian Boulevard

Gaithersburg, MD 20878

Michel Landel


State Street

One Lincoln Street

Boston, MA 02111

Joseph L. Hooley



350 Ellis Street

Mountain View, CA 94043

Greg Clark


Thales USA

100 W. Commons

New Castle, DE 19720

Alan Pellegrini


Thomson Reuters

3 Times Square

New York, NY 10036

James Smith


T-Mobile USA

1290 SE 38th St.

Bellevue, WA 98006

John Legere



19001 S. Western Ave.

Torrance, CA 90501

James Lentz


United Airlines

77. W. Wacker Dr.

Chicago, IL 60601

Oscar Muñoz



55 Glenlake Parkway NE

Atlanta, GA 30328

David P. Abney



200 Wilmot Road

Deerfield, IL 60015

Steffano Pessina


Wells Fargo

420 Montgomery Street

San Francisco, CA 94104

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 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.””



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 2016 it spent about $450 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 U.S. Hispanic Chamber of Commerce, 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 five of 10 brand presidents reflecting ethnic, gender or racial diversity,” said Carlos F. Orta, Vice President, Corporate Affairs. Orta, formerly the CEO and President of the Hispanic Association on Corporate Responsibility (HACR) in Washington, DC, joined the Miami-based cruise line in 2014. For Carnival, diversity and inclusion is a mindset, not a mission, and 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).



Cigna is a global health service company dedicated to helping people improve their health, well-being and sense of security. All products and services are provided exclusively by or through operating subsidiaries of Cigna Corporation, including Connecticut General Life Insurance Company, Cigna Health and Life Insurance Company, Life Insurance Company of North America and Cigna Life Insurance Company of New York. Such products and services include an integrated suite of health services, such as medical, dental, behavioral health, pharmacy, vision, supplemental benefits, and other related products including group life, accident and disability insurance. Cigna maintains sales capability in 30 countries and jurisdictions, and has more than 89 million customer relationships throughout the world. As Cigna’s Chief Diversity Officer, Rosanna Durruthy leads diversity and inclusion as a center of excellence practice to fulfill on the company’s mission, helping customers improve their health, well being and sense of security.



In January, Comcast NBCUniversal Telemundo proudly launched two new Hispanic owned networks on Comcast cable systems, Kids Central and Primo TV. Both will provide quality family programming targeted to bicultural Hispanic youth. Kids Central is an English-language network consisting of age-appropriate programming with high educational value and entertainment standards that appeals to bicultural Hispanic viewers ages 3-7. In primetime, the network expands its audience with a block of family-oriented programming targeted to the whole family. Kids Central provides both English and Spanish language video on demand content and is owned and operated by Condista Networks. Primo TV is an English-language network that will appeal to bicultural Hispanic viewers ages 6-16 and consists of age-appropriate programming with high educational value and entertainment standards. Primo TV will build off the proven track record of V-Me and V-Me Kids with diverse content such as animated series, adventure programming, and STEM. Awareness that will connect US Hispanics with their cultural roots. The network also provides several video on demand content options. Primo TV is owed by V-Me Media, Inc. “Kids Central and Primo TV’s unique focus on young bicultural Hispanics fill an unmet need in youth-oriented programming and further demonstrate our commitment to providing the best experience for bicultural Hispanic families,” said Javier Garcia, Senior Vice President and General Manager, Multicultural Services at Comcast Cable. “We believe that these networks will provide high-quality educational and entertaining content while infusing Latino culture into the experience.”



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 focused 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. They support and participate in the outreach efforts and provide colleagues with opportunities for leadership, as well as both professional and personal development. Monica L. Martinez serves as Senior Vice President, External Affairs



General Motors hosted 13 diverse college students and eight journalist mentors from around the country at its annual Discover Your Drive diversity journalism program Jan. 7-11 at Detroit’s North American International Auto Show. The program’s goal is to promote diversity in automotive journalism and news coverage.The five-day program concluded with an awards presentation recognizing students for their work at NAIAS and their social media presence during a scavenger hunt through Detroit. Students used the new, award-winning all-electric Chevrolet Bolt EV, named 2017’s NAIAS Car of Year, and OnStar technology to find their way around the city. Students attended news conferences and vehicle reveals, explored the auto show floor and interviewed auto experts. “We were blown away by the talent and creativity of these fearless students,” says Leslie Gordon, senior manager, GM Diversity Communications.

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.




Herbalife Nutrition is a 37-year old global nutrition company with strong ties to Latin America and the Caribbean. That legacy continues, with 35% of Latino employees based in the United States that include an executive team of accomplished Hispanic leaders: Executive Vice President Miguel Fernandez, Senior Vice President of North America Ibi  Fleming, Vice President of Government and Community Affairs Angela Arboleda; and Vice President of Nutrition Training Dr. Rocio Medina, M.D. 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. Herbalife is the only Fortune 100 Company with three Hispanics serving at the same time on its Board of Directors. Over the past several years Herbalife has partnered with over 30 national and state Latino organizations, as well as organizations that serve the Latino community directly. Herbalife Nutrition is proud to join forces with Special Olympics International in support of the organization’s fitness programming around the world, focusing on increasing physical activity and improving nutrition and hydration. As part of the sponsorship, Dana Ryan, Ph.D., senior manager of Sports Performance and Education for Herbalife, has joined the Special Olympics Global Fitness Task Force to bring additional perspective and expertise to support Special Olympics athletes, coaches, families and supporters.




Hilton is a leading global hospitality company with a portfolio of 14 world-class brands. Hilton is a business of people serving people, which is why Team Member diversity is at the core of its Vision, Mission and Values. To reflect the communities where employees live and work, 68% of all U.S. Team Members are ethnically diverse and 28% of Team Members are Hispanic/Latino. The strategy is to promote diversity and inclusion through a framework of culture, talent and marketplace initiatives. To leverage the unique perspectives of  Hispanic/Latino Team Members, Hilton launched a Hispanic/Latino Team Member Resource Group (HLTMRG) comprised of Team Members who voluntarily collaborate to support the goals of the company, promote professional growth and provide perspective. The HLTMRG hosts a number of events annually including Hispanic Heritage Month cultural celebrations; speaking engagements featuring external and internal leaders; networking and professional development opportunities through conferences with Hispanic/Latino organizations; and philanthropic events with community engagement partners. The commitment to diversity extends further through the supplier diversity program, multicultural marketing, partnerships with diverse nonprofit organizations and property ownership opportunities for minorities. Through its award-winning Supplier Diversity Program, the company has cultivated relationships with more than 1,550 diverse owned businesses. Hilton seeks to cultivate a work environment of inclusiveness to live its vision of filling the earth with the light and warmth of hospitality.



The simple and essential corporate values of Lockheed Martin drive its workforce and its future. The corporation recognizes that diverse talent thrives in an enterprise that aligns passion, purpose and performance for its employees. Lockheed Martin strives to create a culture where everyone can bring their whole selves and their best selves to work. There are many great avenues for professional success, personal growth and fellowship at Lockheed Martin. For example, the Hispanic Organization for Leadership and Awareness (HOLA) employee community provides networking and professional development opportunities to ensure the corporation’s Hispanic workforce is well positioned to support business objectives and strategic goals. In 2016, Lockheed Martin participated in Nuestro Futuro, an annual education conference which brings together opinion leaders and students in Washington, D.C. to develop strategies for STEM outreach.  Lockheed Martin also has a long history of partnering with Hispanic-serving institutions and colleges including Florida International University, San Jose State University, University of Puerto Rico, University of Texas at Arlington, University of Texas at El Paso and California Polytechnic State University. The corporation is also actively involved with the Hispanic IT Executive Council (HITEC), a technology leadership organization focused on enhancing the Hispanic IT executive pipeline.



With more than 21,500 school buses serving over 500 school districts in 36 U.S. states and four Canadian provinces, the men and women of National Express, LLC (NELLC) are committed to getting 1 million students to school each day safely, on time and ready to learn.  Every morning, the people of NELLC’s K-12 student transportation businesses – known in many communities as Durham School Services – bring focused attention to safely transporting students to and from school.  Like our associates, the students we transport come from diverse backgrounds, but are all part of the unique North American experience which seeks to assure freedom and dignity for everyone.  All NELLC companies share a strong commitment to provide the highest level of safety, quality transportation, outstanding customer service and positive employee relations.  This commitment is matched by the company’s long-term support for the education policy-focused programs of the National Association of Latino Elected Officials (NALEO) and the company’s advocacy on key issues of interest to the Latino community.  As NELLC CEO David A. Duke 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.”  NELLC and Durham School Services remain committed to their ongoing partnership with the Latino community.



National Grid is an electricity and natural gas delivery company that connects nearly 7 million customers to vital energy sources through its networks in New York, Massachusetts and Rhode Island. It is the largest distributor of natural gas in the Northeast. National Grid also operates the systems that deliver gas and electricity across Great Britain.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. Connect21 is vital to our communities’ long-term economic and environmental health and aligns with regulatory initiatives in New York (REV: Reforming the Energy Vision) and Massachusetts (Grid Modernization). “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.



Nissan has long supported the Hispanic community in the U.S. During 2016-17, that commitment has only grown. Throughout Hispanic Heritage Month, Nissan released a series of videos titled, “Hispanics Who Dominate.” These videos provided a glimpse into the everyday tasks and challenges the featured Hispanic community heroes face to better their own life and those of others. Also in October, Nissan sponsored and participated in the United States Hispanic Chamber of Commerce National Convention in Miami. Nissan also sponsored its annual design competition for student members of the Society of Hispanic Professional Engineers (SHPE) at their national conference in November. In January, Nissan debuted an original program known as “Nissan Presents the BlogginMamas Safety Academy.” More than 20 Hispanic parenting bloggers attended this event aimed at raising awareness of proper child passenger safety practices. Nissan continues its partnership with the League of United Latin American Citizens’ National Educational Service Centers to encourage Latino students to pursue STEM programs, and on the sponsorship front, Nissan was the official automotive partner of the Mexican National soccer team’s annual U.S. tour and the 16th annual Latin GRAMMY Awards. Annually, the Nissan Foundation awards a number of grants to nonprofits committed to offering innovative programs aimed at breaking down societal barriers and building inclusive communities. Among the foundation’s 2016 grantees were the San Diego Children’s Discovery Museum and its “Escondido Roots” series that educates families about world cultures with a dedicated session on Mexican culture.



For 140 years, Prudential has helped individual and institutional customers grow and protect their wealth. Today, Prudential is a financial services leader with more than $1 trillion of assets under management, and has operations in the United States, Asia, Europe, and Latin America. Prudential’s diverse and talented employees are committed to helping individual and institutional customers grow and protect their wealth through a variety of products and services, including life insurance, annuities, retirement-related services, mutual funds and investment management. Prudential maintains a long-standing commitment to diversity and inclusion, through relationships with its most important constituencies—people, market and community. Reflecting the commitment to helping all individuals build financial strength so they may have a brighter more secure future, Prudential supports organizations and initiatives that help meet the needs of this important and growing community.  Some examples of this support include the Hispanic Association for Corporate Responsibility (HACR), The Association of Latino Professionals for America (ALPFA), National Council of La Raza (NCLR), and a wide variety of Latino professional and community organizations.



Toyota’s Organization for the Development of Latinos (TODOS) is one of 12 affinities of Business Partnering Groups (BPGs) that exist at Toyota. TODOS currently makes up 6 of the 70+ Toyota BPG chapters and over 600 members across North American locations. One of the many focal points of the TODOS chapters is supporting Diabetes Awareness Month through internal employee events, which include healthy living and cooking lessons, education of signs and symptoms of diabetes and how to detect, address and care for self, a child or parent. In the community, these chapters support diabetes walks and youth mentoring programs. Other highlighted activities include Hispanic Heritage Month awareness events, employee engagement, and supporting recruitment events with national organizations such as NCLR, Prospanica, ALPFA, SHPE, and the Hispanic Scholarship Foundation. Toyota’s commitment to diversity and inclusion helps to drive success in innovation, building vehicles and products that appeal to its customer base and that meets the needs of a more mobile society. That commitment is also a key driver for the success of its dealers and suppliers. Diversity and inclusion continues to be an integral component in every aspect of Toyota’s business – serving customers, team members, dealers, suppliers, other business partners and the communities where they live and work.



United believes that the rich diversity of ideas, experiences and cultures that make up its workforce of more than 88,000 employees allows the airline to deliver great service and products to its customers around the globe. The airline proudly partners with many organizations whose goals are aligned with the company’s goal to champion diversity. This past February, United was the title sponsor of the United States Hispanic Leadership Institute’s (USHLI) 35th Annual National Conference. USHLI is a non-profit, nonpartisan organization dedicated to promoting education, civic engagement, leadership development and research in the Latino community. Through this partnership, United is able to expand build relationships with Hispanic communities. United’s VP and Deputy General Counsel Vania Wit and Chief  Diversity Officer Greg Jones delivered remarks during the Latina Empowerment Breakfast and the gala. United employees also attended the event, and the airline participated in the conference’s career fair. “We’re very excited about our partnership with USHLI. The organization represents an important part of the future of our country, and, hopefully, some of the students will become part of the future of United Airlines,” said Jones.



At UPS, diversity and inclusion benefits the economic sustainability of the business by helping to better understand and meet customer needs, as well as strengthening the workplace environment so that employees can be more successful. UPS wants to be a model for how diversity and inclusion can create business and societal value. UPS’s diversity and inclusion mission is to connect and empower employees, customers, suppliers, and communities for success, embracing the dynamics of different backgrounds, experiences, and perspectives to propel company growth. It represents the organization’s commitment to creating an environment where all employees feel valued, respected and fully engaged to contribute to our future success.

Further, UPS’s Business Resource Group Program is an evolution of Women’s Leadership Development initiative that the company launched in 2006. Because of the success of this initiative, UPS expanded the program in 2012 to include African American; Asian; Hispanic/Latino; Focus on Abilities; Lesbian, Gay, Bisexual, Transgender, and Allies (LGBT&A); Millennials; Veterans; and Working Parents. UPS currently has more than 150 BRG chapters across the globe.