The multiracial population in the U.S. increased 276% between 2010 and 2020, and now comprises 10% of the population. However, multiracial experiences in society and the workplace are not well understood, as they have been largely invisible throughout U.S. history. This study examines what motivated multiracial emerging adults’ racial identification choices on the 2020 census and their feelings about the race options available to them.
The findings illuminate that some multiracial individuals check racial boxes that represent groups they feel closely tied to, while others aim to provide an accurate record of their racial heritage regardless of personal identity, and a third group made choices based on external influences such as DNA tests, parents’ identities, or how others view them. Meanwhile, about half of the participants were unhappy with the census options and wanted more options. Individuals who cared about accuracy shifted their racial identity more frequently and reported lower self-esteem, and similar to those who wanted more options, they were more racially aware, but also experienced more challenges with their racial identity.
In sum, multiracial emerging adults who seek to objectively report their racial background on the census regardless of how they identify shift racial expressions and report lower self-esteem, and like those who want more options added to the census, they experience more identity challenges but are more racially aware. Implications of this study for the workplace involve companies reexamining how they collect their race data. For example, in the hiring process, multiracial applicants could feel excluded or unrepresented by the options available. Ensuring that there is the option to check multiple boxes is crucial for recognizing the growing population of multiracial employees.
Moreover, companies might consider changing their race question from the old two question format, which asks separately about Hispanic origin, to the new one question format that is under consideration for the 2030 Census. This format asks, “What is your race or ethnicity? Select all that apply AND enter additional details in the spaces below. Note, you may report more than one group.” The seven options listed are: White, Hispanic or Latino, Black or African American, Asian, American Indian or Alaska Native, Middle Eastern or North African, and Native Hawaiian or Pacific Islander, each with six ethnic group boxes to check underneath and a write-in box.
Companies should also recognize that not all multiracial people choose to identify with more than one race, so the data they have may reflect employees’ personal racial identities rather than their racial ancestry. Moreover, fear of discrimination may drive applicants or employees to identify in a way that is incongruent with their personal racial identity on forms. Companies should consider offering diversity trainings that address the unique experiences of multiracial people to help contribute to a racial climate that is inclusive and promotes the well-being of their multiracial employees and customers.
The U.S. multiracial population increased by triple digits between 2010 and 2020, but their experiences in society and the workplace are not well-understood. This study examines what motivates people's racial identification choices on the 2020 census and their feelings about the available race options. Some check racial boxes to represent groups they feel closely tied to, while others aim to provide an accurate record of their racial heritage. Half of the participants were unhappy with the census options and wanted more options. Those who cared about accuracy shifted their racial identity more frequently and reported lower self-esteem. Given these findings, companies should reexamine how they collect race data and consider changing the race question format for the 2030 Census. Not all people choose to identify with more than one race, so data may reflect personal racial identities rather than their ancestry. Fear of discrimination may drive employees to identify in a way incongruent with their personal racial identity on forms, so companies should offer diversity trainings to contribute to a racial climate that is inclusive and promotes well-being.
Original Article: Atkin, A.L., & Minniear, M. (2023). An exploratory mixed methods study of Multiracial Americans’ race choices on the 2020 census. Cultural Diversity and Ethnic Minority Psychology, 29(3), 406-417. https://doi.org/10.1037/cdp0000582
Annabelle Atkin is an assistant professor in the Department of Human Development and Family Science in Purdue’s College of Health & Human Sciences.
