Latinas in Tech Are Still Shut Out, But That’s About to Change
Tech loves to talk about diversity, but when it comes to Latinas in tech, the numbers tell a different story.
Latinas hold less than 2% of tech jobs. Even fewer make it into leadership. We’re hired last, paid least, and promoted... never.
So let’s stop asking, “Why aren’t there more Latinas in tech?” and start asking, “Why does tech keep shutting us out?”
The problem isn’t lack of talent—it’s bias, gatekeeping, and an industry built for and that centers white men.
Here’s what’s really holding Latinas in tech back and how we break through:
1. Bias: Out in the Open and Behind Closed Doors
Bias isn’t just a bad hiring manager or that one coworker who talks over you in meetings. It’s built into the system—from hiring algorithms to promotion pipelines.
A white man with basic skills? Leadership potential.
A Latina with years of experience? Needs to “prove herself” more.
AI hiring tools, the ones they claim to make hiring “fair,” are trained on data reflecting these biases. That means the system keeps repeating the same problem over and over again.
This isn’t a mistake. It’s how tech was designed and built.
2. Latinas in Tech Get Hired Last and Promoted Never
Look at who runs tech. It’s overwhelmingly white and male.
When it comes to mentorship, sponsorship, and promotions, Latinas are historically excluded.
And if we don’t see other Latinas in leadership, who will invite us into the rooms where it happens? Who is going to advocate for our promotions?
Tired of waiting for someone to open the door? It’s time to position yourself for leadership roles
3. Latinas in Tech Are Paid Less, And They Expect Us to Stay Quiet About It
Latinas make 51 cents for every dollar a white man earns. In tech, we’re often hired into lower-level roles—even when we’re overqualified.
And when we negotiate? We’re told to be “grateful” or labeled “difficult.”
Let’s get one thing straight:
Asking for more is not being greedy.
Negotiating your worth is not being ungrateful.
Demanding the same pay as your coworkers is not a “favor.”
Tired of being underpaid? Learn how to negotiate like a pro and secure the salary you deserve.
What Can Latinas in Tech Do Right Now?
Know Your Worth and Stand on It
You don’t have to take the first offer. You don’t have to apologize for asking for more.
Tech needs our talent, leadership, and innovation. They need us.
When I coach Latinas, I remind them: You are the asset. Walk in knowing your value, backed by the data on what others are getting paid, and don’t back down from it.
Find Your People
If the spaces you’re in aren’t built for you, build your own. Find other Latinas in tech, whether online or in person, and share information. Talk about pay, what companies to avoid, and who’s doing the real work on pay equity. We are stronger together.
Call Out the System, Not Yourself
Many of us are taught to think, “Maybe it’s me. Maybe I’m not ready.” But it’s not you. It’s the system. And it’s okay to say that. The more we speak up about the unfairness, the more pressure there is to change it.
A message to the tech bros and their puppets:
Stop Treating Diversity Like a PR Stunt
Hiring one Latina and putting her on the website isn’t the answer to diversity, inclusion, or equity. Pay Latinas fairly. Promote us into leadership. Invest in our growth. And do it without waiting for us to prove twice as much as everyone else.
Fix How You Hire, From the Ground Up
Companies need to look hard at how they’re hiring, who’s doing the interviews, and what unspoken expectations they’re putting on candidates. Stop hiring for “culture fit” when what you really mean is "someone who looks and thinks like us." Start hiring for culture add, people who bring new perspectives because they’ve lived different experiences.
Make It Safe to Speak Up
Right now, too many Latinas stay quiet because we know speaking up could cost us our jobs. Companies need real accountability for bias and harassment, not empty mission statements.
And To Colleges And Universities: You’re Part Of The Problem, Too.
Stop Acting Like Tech Belongs to white Men.
From who gets called on in class to who gets internships and mentors, Latinas are pushed to the margins even before we hit the job market. Schools need to:
Offer real support systems for Latinas in tech programs—mentorship, scholarships, networking.
Teach the truth about tech—including how bias appears in code, algorithms, and AI.
Partner with companies that actually hire and promote Latinas, and hold them accountable when they don’t.
FAQs: What Latinas in Tech Need to Know
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Stop playing by their rules.
Research your market value and come in with a firm number.
Never give a number first—flip it back on them: “What’s the budget for this role?”
Be ready for pushback—and push back harder.
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If no one is pulling you up, start pulling each other up.
Find Latina mentors and sponsors—inside or outside your company.
Speak up in meetings—don’t let them ignore your ideas and then repeat them later.
Push for promotions—don’t wait until you’ve checked every single box.
Latinas Don’t Need Fixing. Tech Does.
We’ve always been innovators, creators, and leaders, long before tech decided to recognize it.
If you’re a Latina in tech, you deserve to take up space, demand what you’re worth, and expect to be treated with respect.
And if you’re a company, a school, or a leader reading this? Start breaking down the walls that keep us out because we’re not waiting anymore.
Need support negotiating your next offer or promotion? That’s what I do. Reach out. We rise together.