Do Your (Hispanic) Employees Use The “M” Words?

The “M” word?  What is it and what does the “M” word mean?  With the increasing number of Hispanics in the workforce, it is important to know how to spot employment issues that are associated with Hispanic workers or employees who speak Spanish.  This is important because, as with any workforce, an employer wants to make sure their employees are not using any derogatory or demeaning words that can be offensive to another employee and equally important do not want to invoke Title VII race discrimination issues. 

Because the Hispanic workforce is ever growing (e.g., Hispanics will make up 78 percent of Texas’ population growth between now and 2040), it is important that employers revise their employment policies to adjust to Hispanic workers and the cultural issues that relate to such employees. 

So how does the “M” word fit into all of this?  Well, it is obvious that no employer would permit their employees to use the “N” word.  Likewise, it is important that employers not allow their employees to use the “M” words—there are actually three types of “M” words.

One meaning of the “M” word is derogatory and analogous to the English “N” word.  That’s right—Urban Dictionary defines “Mayate” as a Spanish slang word used to describe a dark-complected person.  So in short, “Mayate” is a demeaning word that some Spanish speaking employees may use to describe dark-skinned employees, more commonly African-Americans, and should not be permitted in the workplace—or socially for that matter.  Every HR Director should make sure that the “M” word is off-limits, since it could implicate an employee discrimination claim based on a Title VII hostile work environment. 

The “M” word can also stand for “Maricon” or “Mamon.” Urban Dictionary explains that “Maricon” is a crude word for a gay man used by straight men and women to insult gay men or to question the masculinity of straight men.  Likewise “Mamon” is derogatory because it generally can be used to describe an annoying person and generally is analogous to the English “A-hole” word. 

After you read this blog, make sure your employees are not using these “M” words.  Don’t be left out to hang with an EEOC charge of discrimination alleging the common usage of one of the “M” words.  By incorporating this knowledge into your training seminars for your HR representatives and by training your managers to spot the “M” words, you will take one more step toward avoiding that next Title VII complaint.

by:  Daniel N. Ramirez, Partner, Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization.