Hispanic or Latino and Middle Eastern or North African included on the U.S. Census by 2030 or sooner...

According to NPR, By 2030, there will be changes to the U.S. census and federal government surveys to reflect the makeup of certain demographics across the country. Here are the changes -

1. Hispanic or Latino will appear under a reformatted question asking for a person's race or ethnicity. For example, Hispanic or Latino - provide details below; Mexican or Mexican American, Puerto Rican, Dominican, Cuban, Salvadorian, Columbian, Other.
2. A checkbox for Middle Eastern or North African - currently, the U.S. government categorizes people with?origins in Lebanon, Iran, Egypt, and other countries in the MENA region?as white. This change would remove people from the MENA region from being in the category of "white." A big and much-needed change.

Currently, the U.S. government categorizes people with?origins in Lebanon, Iran, Egypt, and other countries in the MENA region?as white. Many people of MENA (Middle East, North Africa) descent do not identify as white people. Not only will a new box be included on forms, but the proposal would change the government's definition of "White" to no longer include people with MENA origins.

This is the initial proposal for updating race and ethnicity standards in the U.S. Across many candidate intake forms, engagement surveys, demographic surveys, and the like it has excluded Middle Eastern or North Africans from selections.

How can employers be proactive with this change?

As an employer, you don't have to wait until the census is updated to make these changes. In fact, it's actually more advantageous to make the changes now. Why? You likely have employees in your organization that identify with these changes. To make them feel like they belong and are included, making these changes now.

Here are ways that you can include these reformatted questions -

1. In your candidate application forms, track the analytics based on applicants. Further, expand your reach to groups that include candidates from these backgrounds.
2. In your engagement survey(s), include these demographics to collect employees' experience at the company. You can then see how these groups feel about your organization.
3. Consider looking at your Employee Resource Groups (ERG) to see if there is an opportunity to provide a community for these employees. First, confirm interest in the formation of an Employee Resource Group, then most importantly, make sure the ERG is resourced financially.
4. Ensure the organization understands the barriers and challenges employees with Middle Eastern or North African and Hispanic Latino backgrounds face. It's important to also understand the difference between race and ethnicity to provide the best equitable experience for these employees.

At times, organizations respond reactively to changes, only to impact them negatively in the end. Take action now to increase retention and provide an inclusive workplace for all.

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