The Bahama's have their own sets of problems as far as being a successful forklift mechanic goes (been there, done that ,got the tee shirt, and now live elsewhere) and I am willing to bet both Mrfixit and Tomas have days and jobs where they notice how much like -****- working on forklifts can be*.

All that said, now to address David Gs original post "Reaching Hispanic population for technician recruiting".
I would hope and pray (and put David G on notice) that in order to favor any one special group in recruiting efforts is to disadvantage all other equally special groups, so to favor the Hispanic population would disadvantage (discriminate against) both the Anglo and Creole/French speaking populations. How about a corporate policy that has one person [who does not have hire and fire input] having an input and over sight responsibility as to whom the advertising for those jobs is directed, with the responsibility to insure not any 1 group has any advantage over any other group or groups?

I personally have an immense amount of personal experience and intimate knowledge of previous managers (possible current, as I have not followed the careers of the managers in question) of the same company that David openly claims to work for, in geographic areas that were and are predominantly Hispanic population, and recruitment of Hispanics was not only a rare enough occurrence as to be a surprise, but one in which a number of previous Hispanic service employees openly expressed to me their feelings that the managers in charge of hire and fire in those branches had acted with personal anti-Hispanic prejudice, and without corporate HR reaction** when the claims where made known about prejudicial treatment of some group. This reputation still follows that particular geographic area's branches among the groups in question, and from where I sit, has greatly hurt the OEMs reputation in that sales market over the last 20 years. Any after the fact notice and attempt to repair the damage by acting as if it never happened and now we want to "kiss and make up" without being equally disadvantaging to other groups, and without an OPEN attempt to fix the -root- of the problem sure seems like a carefully planned endeavor, designed to do just that; fix the _appearances_ of previously wrong headed management practices without fixing the reasoning that allowed for those practices in the first place.
As far as I am concerned, the correct answer is treat EVERYONE equal, not make Hispanics or anyone else a special [?elite?] group, and recognize that (at least currently in the USA) including race or ethnic group in your discussions about hire, fire or recruiting is a very touchy and legally dangerous subject, and should be handled at "arms reach", with the goal not to make one group special or elite, but to make and treat every group as equals.

*=either the forklift screws the mechanic, or the mechanic screws the forklift and if you do -it- to the best of the mechanic's abilities, the mechanic need a rest afterwards. ;-)

**= I don't have personal knowledge of the Corporation's HR department's response, only what the employees {who were wanting to change employers claimed as due to the prejudice} as to what the response to their claims was.
bottom line;
You may not instantly recognize that your question was "how to make Hispanics an elite group" but that was the actually question you were asking/implying.