We recently connected with Anna Dapelo-Garcia and have shared our conversation below.

Anna, thanks for joining us, excited to have you contributing your stories and insights. Let’s kick things off with your mission – what is it and what’s the story behind why it’s your mission?

We empower Latinas to unlock their potential and take action to close the gender wage gap.

This is the mission of Lean In Latinas, a Global Affinity Network of LeanIn.Org. Founded in 2013 by Jenny Salinas and me, Lean In Latinas was born out of a shared recognition of the unique challenges Latinas face in the workplace—particularly the persistent disparities tied to both gender and race.

What began as a small group of women gathering in Mountain View, California, has grown into a thriving global network dedicated to empowering and uplifting Latinas. Since our founding, we’ve hosted impactful and memorable events garnering return attendees. In 2024, we proudly hosted our largest-ever Take Charge Conference at LinkedIn’s campus in Mountain View, bringing together over 250 Latinas and allies from across the country. We’re now excitedly planning our 2025 conference set for August 15, 2025 with proud sponsorship from the Eva Longoria Foundation.

Starting Lean In Latinas wasn’t something I planned—it happened in the moment, driven by a strong desire to give back to the community that shaped me. I knew firsthand the struggle of navigating the workplace without the resources, relationships, or support to grow into leadership roles. As a young professional, I often looked around and asked myself, “Where are the Latina leaders?” Not seeing anyone who looked like me in roles I aspired to was disheartening. Because if you don’t see it, you don’t believe you can be it.

When I became the first Latina Executive Director at my organization, I realized just how powerful it would have been to have a supportive network along the way. That moment solidified my commitment to ensuring the next generation of Latinas wouldn’t have to walk the same path alone.

On average, Latinas in the U.S. are paid 46% less than white men and 26% less than white women (https://leanin.org/data-about-the-gender-pay-gap-for-latinas#the-pay-gap). This gap has remained virtually unchanged over the last decade, underscoring the urgency and necessity of our mission.

Lean In Latinas continues to grow, fueled by the passion, resilience, and brilliance of the women we serve. Together, we are building a future where Latinas are not just represented—but are leading, thriving, and transforming the workplace for generations to come.

As always, we appreciate you sharing your insights and we’ve got a few more questions for you, but before we get to all of that can you take a minute to introduce yourself and give our readers some of your back background and context?

I grew up in San Jose, California, the daughter of hardworking, blue-collar parents, in a neighborhood marked by crime but rich in diversity. We came from different cultures and backgrounds, but shared a common thread: living paycheck to paycheck. In our home, the word college was never mentioned, and that absence shaped my early career journey in profound ways.

What I did have was hustle and an unwavering work ethic—traits that helped me open some doors. But without a college education, many others remained firmly shut. It wasn’t until I became a single parent that I realized I needed to move up in my company—not just for me, but for my daughter, Erica. I knew the road ahead would be steep.

You see, I came from nothing. And suddenly, I found myself in a corporate environment where pedigree, credentials, and connections mattered. For someone like me, there was no fast track—you had to start at the bottom and fight your way up. And that’s exactly what I did, with determination and focus.

What I didn’t tell anyone back then was that I was a high school dropout.

And yet, there I was—leading teams and reporting to a Vice President, with Stanford and Princeton grads reporting to me. That experience taught me something invaluable: while a college degree can open doors, grit, vision, and leadership can unlock entire floors.

Eventually, I went back to school and earned both a bachelor’s and a master’s degree—while working full time and raising my daughter. And while higher education taught me how to cite sources and conduct formal research, it didn’t teach me the most important lessons—how to lead with empathy, how to treat people with dignity, and how to never forget where you came from.

From a high school dropout to being featured in The New York Times for co-founding Lean In Latinas, my journey has been surreal. I’ve received numerous recognitions at work and beyond—but what drives me most today is purpose. My mission now is to give back, uplift others, and help Latinas navigate and rise in spaces where we’ve long been underrepresented.

How do you keep your team’s morale high?

I once reported to a well-respected Vice President, Dr. Jerry Shefren, who said to me, “Anna, do you know what your strength is? You get people.” At the time, I didn’t fully understand the depth of that compliment—but over the years, I’ve come to realize just how powerful and rare that ability truly is.

Managing people is, in my view, one of the most challenging—and most important—responsibilities a leader can have. The way you lead doesn’t just affect someone’s experience at work; it impacts their entire life. Our colleagues are spouses, partners, caretakers, and parents. The way they’re treated at work follows them home, and ripples out to everyone around them. That’s why I lead with empathy and intention—because how you treat people matters.

I once took over a department where both employee engagement and customer experience scores were below the 50th percentile. As the new director, I knew I was facing a double challenge—but I also knew where to start: with the people.

I focused first on building trust, inclusion, and genuine connection. I treated every team member as a key contributor, regardless of title. I invited their voices into decision-making, respected their perspectives, and recognized their leadership in whatever role they held.

Within a year, our employee engagement scores soared into the 90th percentile—so did our customer experience scores. That same department went on to receive a prestigious organizational award for its remarkable turnaround.

What I’ve learned is simple, but often overlooked: If you take care of your people, they will take care of the mission. Titles don’t define impact—people do.

My advice to leaders is this: Never forget where you came from. Treat everyone as a leader. Don’t let hierarchy overshadow humanity. This is the approach that has shaped my leadership—and it’s how I would want to be treated myself.

Let’s talk about resilience next – do you have a story you can share with us?

When I got my first “real job” with a large organization, my dad gave me some advice that I’ll never forget. He said, “Anna, whatever you do—keep your head down, don’t cause any trouble. You’re lucky to have this job.”

He meant well—he wanted to protect me. But instead of empowering me, his words quieted my voice. They made me feel small, like I didn’t quite belong, like I was lucky to be there… but not smart enough to truly deserve it.

You see, my father experienced intense racism as a dark-skinned Latino in the 1950s and ’60s. It left a deep mark on him. So much so that, when I was a child, he told my mom, “We’re not going to speak Spanish to Anna—what if she has an accent?” His fear of rejection shaped how he raised me.

For years at my job, my father’s words echoed in my head—keep your head down, don’t cause trouble, be grateful. And for years, I watched my peers move forward while I stayed stuck. I eventually realized I had to unlearn that fear and start believing I belonged. I had to push past the idea that I needed someone else’s validation in order to rise.

It wasn’t easy. But building confidence—learning to advocate for myself, to speak up, to own my space—was necessary. I had to find resilience within myself, the kind my father had too, even if he didn’t always recognize it in himself.

Growing up the way I did gave me a foundation of grit and determination. To this day, I carry that with me and push myself harder because of it. I’ve learned that when I believe in myself, I don’t need to wait for others to believe in me first.

Resilience—and a thick skin—can take you a long way.

Contact Info:

• Website: https://leaninlatinas.org
• Instagram: https://www.instagram.com/leaninlatinas/
• Facebook: https://www.facebook.com/leaninlatinas.org/
• Linkedin: https://www.linkedin.com/in/anna-dapelo-garcia-927baa5/

Image Credits

The Family Album Project and LeanIn.Org