Posts Tagged ‘National Gay and Lesbian Chamber of Commerce’

A Conversation with the Executive President of Mexico’s Human Resource Professional Organization

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It was a privilege to meet with Pedro Borda Hartmann, Executive President of AMEDIRH, during my recent trip to Mexico City.

It was a privilege to meet with Pedro Borda Hartmann, Executive President of AMEDIRH, during my recent trip to Mexico City.


On March 11-14th, I traveled to Mexico City to be part of the 2014 National Gay and Lesbian Chamber of Commerce’s Trade mission. It was an exciting combination of attending and presenting workshops with business leaders from across Latin America, meeting with prospective large Mexican companies to present my innovative Total Engagement Career Mapping offering, meeting with the Executive President of Mexico’s largest Human Resources Professional organization, reuniting with old friends, and even a little sightseeing.

Next week I will provide more details on the entire trip, but in this blog I want to highlight my meeting with Pedro Borda Hartmann, Executive President of the Asociacion Mexicana en Direccion de Recursos Humanos (abbreviated AMEDIRH, link) and Lia Duran Herrera, the group’s communication leader who shared some of their excellent resources and publications.

Translated to English, the Mexican Association in Human Resources Management was founded in 1947 and has now grown to a membership of over 12,500 executives from different areas across the human resources profession. The equivalent organization in the Unites States of which I am a member is SHRM (link,) Society for Human Resource Management.

In my meeting with Sr. Borda, I asked him what the top key human resources challenges facing Mexican businesses. It is amazing how similar these challenges are to those on the top of mind here in the United States. Sr. Borda’s top four:

1) Attracting and building the right kind of globally competent talent so that Mexican businesses can be internationally competitive. Sr. Borda remarked that Mexico will quickly fall behind global business powerhouses like China and India if they do not develop the right kind of sharp global talent.

The "Ninis" in Mexico, neither working neither going to school, are often referred to as "Mexico's lost generation" (photo from ehui.com)

The “Ninis” in Mexico, neither working neither going to school, are often referred to as “Mexico’s lost generation” (photo from ehui.com)


2) The too-high unemployment rate, especially among the 15-29 year old demographic. This groups is often referred as “Ninis” in Mexico (link to article about Ninis) – they are neither working neither going to school. This kind of unengaged populace can both hurt the national economy as well as the global competitiveness issue.

3) Demographic shifts. While there is this significant number of “Ninis,” there is also a growing number of senior citizens, now topping off at 9%. As health care continues to improve in Mexico as it is all over the world, life expectancy is increasing. Many of these growing number of older workers have great skills and want to continue working. Are they being leveraged by Mexican businesses? (See my blog about older workers in the US)

4) The strategic place for human resource leaders within corporate Mexico. Just as in the US, there is a growing movement in Mexico as to the strategic importance of Human Resource Management. HR managers need to be engaged by C-Suite executives since leveraging human resources is increasingly critical to business success. (see my blogs on HR strategy part 1 and part 2.)

As I look at expanding my career development and diversity services into the Mexican market, I look forward to continued engagement with AMEDIRH!

Investing in 2014 – Part 2 of 2 – Opening Up a New Market!

In Part 1 of this series, Investing in Organizational and Personal Career (link) I explored the need to focus on career development both within your organizations for all your people as well as for your own personal growth. In addition I introduced a new affiliate relationship and featured links to two interesting articles on the web – on why people hate their jobs and career and financial advice for young professionals. Link to last week’s blog to get caught up on this topic. Now looking ahead to 2014, part 2 of this series is about opening up new markets in 2014, and I want to propose a focus on one of the fastest growing and most dynamic segments, the LGBT (Lesbian, Gay, Bisexual, Transgender) market.

Are you prepared to serve this two lesbian customers with dignity and respect?

Are you prepared to serve this two lesbian customers with dignity and respect?

Just looking within the United States alone, many diversity market place studies place the LGBT disposable income at between $700 – $800B! Even though the number of LGBT people may be smaller than numbers of Asians, Blacks or Hispanics in the US, the disposable income is in the same range. The primary reason is that at least for now, a smaller percentage of LGBT people are raising children (which costs a whole lot of money), which provides more money available for other purchasing decisions. Maybe you should plan to expand into this market in 2014!

One other very important point about the LGBT marketplace is that it is frequently more “brand-loyal” to companies that reach out to them and treat them with respect, and more “brand-punishing” to those companies that do very little to recognize the LGBT community or that even treat them negatively. It seems that on a monthly basis, there is some company that is highly publicized for a misstep with the LGBT community, or one that has done something very special to support the community.

But it goes beyond just the end-consumer! This LGBT market discussion is also important to consider in B2B (or business to business) interactions. Companies that primarily sell to other companies need to be acutely aware that key decision makers they are calling on could be LGBT or strong supporters. Plus an increasing number of very large firms look at potential suppliers’ diversity policies as part of their buying criteria. And many include LGBT-owned businesses as part of their supplier diversity mix and are corporate partners of the NLGCC (National Gay and Lesbian Chamber of Commerce.)

I am now an affiliate partner of LGBT Marketing and Communications expert Jenn T. Grace, offering "How to Authentically Market to the Gay Community"

I am now an affiliate partner of LGBT Marketing and Communications expert Jenn T. Grace, offering “How to Authentically Market to the Gay Community”


Through my consulting practice, I can assist you in your LGBT corporate diversity strategy and training; take a look at my services (link) and also take my 13-question GLBT Diversity quiz to see how your organization rates as LGBT-inclusive.

And now through an affiliate partnership with Jenn T. Grace – you can gain the marketing and communications expertise via the “How to Authentically Market to the Gay Community.” Check out the details on my affiliates web page (link) or to start now, link to Jenn’s free introductory video series.

I am hoping to see the economy to continue to improve in 2014, but in addition to growing with that wave, don’t you want to grow faster than the market? Consider a special effort to court and win LGBT business in 2014!

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