When you fill out a job application, somewhere in the fine print, there’s often a section labeled “Race” or “Ethnicity.” You might see checkboxes for “White,” “Black or African American,” “Asian,” “Native American,” “Hispanic or Latino,” and—if you’re lucky—“Two or More Races.” For many, this is a quick formality; for others, it’s a moment of hesitation, reflection, or even frustration.
There’s a reason these questions exist. Employers, especially in the United States, collect this data for reporting purposes. They need to track diversity metrics, ensure compliance with equal opportunity laws, and sometimes to shape outreach strategies aimed at creating more inclusive workplaces. In theory, this system is meant to counterbalance historic inequities and give employers insight into whether they’re truly reaching and hiring a representative workforce.
But here’s the tension: we live in a time when the narrative around hiring increasingly centers on merit. Skills, experience, creativity, and cultural fit are what ostensibly matter. And yet, there you are, staring at a list of boxes that may or may not capture the complexity of who you are. For many people, race isn’t just a statistic—it’s intertwined with personal identity, lived experience, and the assumptions society might make about them.
Being biracial, I’ve long been grateful for the “Two or More Races” option. It’s the acknowledgment that human identity isn’t always neat, isn’t always singular. It’s a reminder that any one category is just a snapshot, not the full portrait. My heritage is real, yes—but it doesn’t define my abilities, my work ethic, or my approach to collaboration. Just like anyone else, I want to be judged on what I can do, not what a single checkbox implies about me.
Collecting race data doesn’t have to be at odds with judging people on merit. But it should come with nuance and humility. It’s fine—and necessary—to understand who we’re hiring and whether we’re building equitable workplaces. It’s also necessary to recognize that one’s race is not a proxy for their talent, personality, or potential. Employers should use these categories to illuminate opportunities for growth, not to stereotype or box in individuals.
So, when you see “Two or More Races,” don’t just see a checkbox. See it as a recognition that humans are complex, layered, and resilient. See it as a small step toward a world where your race is part of your story, not the headline of it. And, ideally, see it as a challenge to every hiring manager: focus on what someone brings to the table, and let their skills, vision, and character speak louder than a category on a form.
Because at the end of the day, no box can ever capture the full measure of a person—and no box should be allowed to define their opportunity.
