The Multiracial Perspective: Enhancing Workplace Diversity

“What are you?” This is just one of the many questions multiracial individuals hear daily. Mixed individuals such as Vice President Kamala Harris, a 2024 presidential candidate of Indian and Jamaican descent, recently faced scrutiny over her racial identity, claiming she only promoted her Indian heritage, and that she “happened to turn Black, and now wants to be known as Black.” When in truth, she is both. These comments directed at Harris on a national stage echo the offensive remarks mixed Americans have endured their whole lives in social and work settings. 

With nearly 34 million people identifying as multiracial in the 2020 Census—a 276% increase from 2010—the reality and visibility of multiracial identities are increasingly evident. Yet, despite this growth, society often struggles to understand and respect the fluid, layered identities mixed people navigate daily. To build an inclusive society that respects these diverse experiences, it’s essential for workplaces, media and educational institutions to recognize and support multiracial identities. 

But what does it mean to be multiracial, biracial or mixed in America? These terms refer to individuals who identify with, and are often identified by others as having, two or more racial ancestries. Multiracial people navigate identities that are multifaceted and sometimes externally imposed.  

Over time, multiracial people have often been targets of societal fear, suspicion and misunderstanding. The mixed-race experience is fraught with pressers to “choose a side,” as society frequently asks multiracial people to conform to monoracial categories that can feel restrictive and disconnected from their lived reality. Studies indicate that mixed-race individuals may experience higher rates of mental health struggles and substance abuse. The reasons are complex, often linked to feelings of alienation and identity ambiguity, compounded by societal pressures to fit into predefined categories without a sense of community with other mixed-race people.  

Since many are unaware of the mixed experience, it can often be overlooked in the workplace, where multiracial individuals may endure many challenges such as patronizing comments and exclusion from some race-based employee resource groups (ERGs) and diversity, equity and inclusion (DEI) programming. When organizations acknowledge the complexities of multiracial identities, it fosters an environment where diversity and inclusion initiatives truly represent the varied experiences of today’s workforce. According to research by the Center for Talent Innovation, when employees feel a sense of inclusion, they are more likely to be innovative and remain with their company for an extended period. While it may be natural for many to view race through a monoracial lens, broadening perspectives is the first step to creating a space for multiracial people to embrace their full racial identities in the workplace. 

It’s essential to prioritize education, visibility and respect for the complexity of mixed experiences. The recent comments questioning Harris’ racial identity underscore how quickly people can impose rigid, monolithic categories onto individuals with rich, diverse backgrounds. This tendency to reduce multiracial identities into single definitions overlooks the unique challenges and lived experiences multiracial people navigate daily, from questions about their “real” heritage to assumptions about where they “belong.” 

To address this, educational institutions, workplaces and the media should aim to represent multiracial voices and acknowledging their layered identities. Key steps include incorporating multiracial perspectives in diversity and inclusion initiatives, providing training to raise awareness of implicit biases and integrating more nuanced conversations about identity into the media. 

Some tips for cultivating inclusion for multiracial employees:  

1. Establish a Multiracial ERG: Forming a dedicated ERG for multiracial employees can create a supportive community, fostering a sense of belonging and enhancing overall business productivity. 

2. Integrate Multiracial Perspectives into DEI Initiatives: By ensuring that the multiracial experience is a component of DEI programs, organizations can deepen the collective understanding of diversity and create a more inclusive workplace culture. 

3. Encourage Multiracial Representation in Leadership: Attaining representation at higher professional levels can inspire individuals and create mentorship opportunities that support the career growth of multiracial colleagues. 

To bridge the misunderstanding of multiracial identities, each of us, individually, can contribute by questioning our own assumptions and learning about the experiences of multiracial people. Taking a moment to ask rather than assume, opens the door to learning how individuals define their own identities. Fostering an environment where people feel empowered to share their experiences without judgment or invalidation can help dismantle stereotypes and create a culture where multiracial individuals feel seen, valued and respected for who they are, not who others perceive them to be. With these steps, we can begin to dismantle these misunderstandings and embrace the diversity that strengthens our society. 

As multiracial identities continue to grow and enrich our society, it’s vital to recognize and respect the layered experiences that shape them. The journey toward understanding begins with each of us—by questioning assumptions, embracing education and fostering inclusivity. Multiracial individuals are not confined to a single narrative or identity; rather, they embody the diverse realities that make our communities vibrant and resilient. Acknowledging and celebrating this complexity helps us build a society that values every individual’s story. By broadening our perspectives, we can create spaces where identities are honored, validated and understood.