Unseen Talent

Over the years, I’ve been fortunate to have mentors who guided me through the complexities of corporate America. One recent conversation with a mentor touched on a topic I’ve wrestled with as a leader who also happens to be Hispanic: equity in opportunities.

I’ve struggled with the notion of offering someone an opportunity based on ethnicity. In fairness to everyone, the most qualified candidate should always get the job, regardless of race, the color of their skin, or my bias. But what if the real issue isn’t the candidates themselves but how we define “qualified”?

The Unwritten Rules of the Game

Corporate America operates on many unwritten rules, rewarding those who understand and play the game well. Economics ultimately drives the system—if you create value and know how to showcase it, you’re likely to be rewarded. However, understanding the rules of engagement isn’t always straightforward.

For many, early access to mentors, connections, and resources like internships or financial support provides an edge. These advantages help decode the unwritten rules, creating a career trajectory with fewer barriers. On the other hand, without these resources, some are disqualified before they even step into the game.

For those of us who didn’t have mentors or role models early on, we often romanticize the system. Many Hispanics, myself included, have grown up believing that things like hard work alone will lead to recognition and reward. While hard work is essential, the reality is that strategic self-advocacy and understanding how to navigate the system are equally important. The fastest path is not always through the mountain.

Redefining “Qualified”

So, what does it mean to be “qualified”? If we move beyond traditional definitions, we can create more equitable opportunities.

Being “qualified” shouldn’t be limited to ticking off boxes of conventional experience. It’s about understanding how a candidate’s unique background, knowledge, and attitude can enhance a team. True fairness in hiring requires us to rethink our standards, not lower them.

For example, while some candidates may have had the luxury of unpaid internships, a Hispanic individual might have spent their time supporting their family business—making sales calls, managing finances, and helping raise younger siblings. Such experiences build invaluable skills but often go unrecognized by conventional hiring practices. Ensuring everyone gets a fair shot means broadening our perspective to appreciate diverse, non-traditional experiences and not overlooking great talent simply because they don’t fit the standard criteria.

We Can’t Do It Alone

If you’ve felt the challenges of navigating corporate America, know you’re not alone. Seek help, ask questions, and join professional organizations that align with your values. Build your community, learn the rules, and grow your network.

And when you reach a position of leadership, be a champion of representation. Help others understand the rules and broaden the definition of what it means to be “qualified.” Together, we can level the playing field and ensure the system rewards all who bring value, not just those with the privilege to learn the rules early.