Good help is hard to find and often painful to lose. Hispanic workers have proven to be a much-wanted source of hardworking, dependable labor for employers. Under the shadow of increased immigration enforcement, accessing this labor and retaining it have become a matter of increased priority.

No doubt, a generous wage and benefits package can attract labor and is about the best way to help keep good employees on the job. Still, if you are looking to secure your Hispanic labor, here are some things to consider.

Orientation
Securing labor begins with a thorough and proper orientation. Let workers know your business objectives, goals and philosophies. What are you and your workplace all about? What are your expectations of them as employees? Ask what they expect from you and their employment. Introduce your work rules and procedures. Emphasize your operation as not just a place for them to work but also a business to operate. Your workers may be in the U.S. for the first time, may know little English and have little or no experience in your type of operation. Assume nothing, assess everything.

Team building
Among other things, Hispanics are known for their strong family ties, extended-family relationships and group versus individual outlook. These can be your basis for teambuilding to incorporate them into your total workforce with non-Hispanic, non-Spanish-speaking labor. As noted above, a good orientation can welcome them into your operation, and effectively defining their role in the workplace as part of your business “family” can help solidify their commitment to employment.

Feeling accepted
We all want and need to be accepted, whether at work or in our communities, and a worker straight out of Mexico and landing at your dairy might feel out of place. Your role as employer should include both personal and individual contact with your employees as well as the “impersonal” of everyday business exchanges. Encourage contact between Hispanic and non-Hispanic employees through work assignments. Also, orient them to community Hispanic resources and events, something local churches and Hispanic organizations can help you with. Your Hispanic employees should feel welcome.

Welcome to the U.S. and welcome to your business family.

Communication
The most obvious here is that they lack English while we lack Spanish. Maybe you already have a bilingual employee on board, or maybe one of your Hispanic hires knows some English. Lucky you! There are also high schools, universities, libraries and non-profits who may offer English or Spanish classes. Good communication is essential to efficient work, safety and personal exchange. For the Hispanic worker, better English skills can promote conversation, self-esteem, potential for job promotion, understanding of workplace and safety rules and efficiency on the job.

Here are some ideas put forth by New York dairies with Hispanic labor, and their consultants:

• Greet workers everyday with a handshake, smile or a new word.

• Have employees learn a few words – both English and Spanish – every week. Post the words in a visible area and encourage all employees to use them at least once in the week.

• Have periodic educational sessions to increase work knowledge and clear up questions.

• Have each English- and Spanish-speaking employee work together for at least an hour when someone is first hired. It can break the ice, reduce segregation and foster respect.

• Have staff parties on holidays and include food from both cultures.

• Take Spanish-speaking employees on a weekly shopping trip.

• Provide outings, such as a soccer game, church or a tourist spot, for employees. This gives them a break from the daily grind and can increase productivity. It also teaches employees about U.S. culture.

• Post pictures of employees, their families and farm events on a bulletin board. This builds morale, and visitors love to see the photos.

• Provide newspapers from the employee’s country of origin. Contact the country’s embassy to get papers.

For more information, visit the OSU Agricultural Business Enhancement Center at http://abe.osu.edu/ PD

—Excerpts from Ohio Ag Manager, April 2008

Francisco A. Espinoza
Labor Education
Ohio State University
espinoza.9@cfaes.osu.edu