September/October Diversity Dilemma: So, which race are you? Sarah is in the process of interviewing for a Regional HR Manager at a large manufacturing company. The position would be a significant step up in responsibilities, pay and status and she is eager to impress Tom, the senior HR manager interviewing her. During the interview, Sarah notices that Tom keeps asking her questions that have nothing to do with the position. Sarah has the physical features of a Latina, even though she is bi-racial and identifies equally between her Mexican heritage and her African American heritage. Tom keeps referring to her Mexican background, wondering if she ever travels back to Mexico to see family, or what Mexican restaurants she likes best in the area. As the interview continues, Sarah mentions that she is also African American, and is interested in possibly spearheading an African American Affinity Group within the organization. Tom looks surprised and is obviously taken aback at the realization that she is not necessarily who he thought she was. He puts down his pen and bluntly asks Sarah, "Well what are you, exactly? We would need to know not only for EEO purposes but also because we have a large employee population of Latinos, and not many African Americans. I'm not sure you would fit here." If you were Sarah, how would you respond? Options: Option A: Tell Tom what he wants to hear: that you identify more as a Latina. You can't help it if it makes people uncomfortable that you are two equal races, and it's easier to choose a side than to constantly explain yourself. Option B: Tell Tom that it's unfair to force you to choose either/or. You identify as both and it shouldn't be a threat to him or to anyone else in the organization. And in fact, you'd like to spearhead both an African American Affinity Group and a Latino Group. Option C: Let Tom know that your experience isn't necessarily unique, that there are many people of mixed heritages in the country, and probably in the organization. It's perfectly acceptable that at different times, and in different situations those people may choose to identify more strongly with one race or another. For you, you happen to choose both. Ask to proceed with the interview, leaving race out of it, and focusing on your qualifications. Option D: Tell Tom that you obviously can't be appreciated for the skills you bring to the table and that his organization is not where you want to work. Option E. Other: Results: Top Choice: C - The majority (66 percent) of participants would let Tom know that it's perfectly acceptable to identify as both races, at different times. Move on with the interview and leave race out of it. Second Choice: D - A total of six participants would walk out of the interview - it's not the organization that values multiracial people. Third Choice: B - Five participants would take it a step further and spearhead both the African American Affinity Group as well as the Latino Affinity Group - it's not Tom's choice who you are. No one choose option A or suggested any other solution. A total of 33 people responded to the September/October Diversity Dilemma on DiversityCentral.com Take our newest dilemma. Read more: View the results of Jul/Aug 2008 Dilemma, Would You Switch Parties to Rise in the Ranks? View the results of May/Jun 2008 Dilemma, Hiring A Muslin Too Risky? View the results of Jan/Feb 2008 Dilemma, A Promotion — is it because of Affirmative Action? View the results of Sep/Oct 2007 Dilemma, Pierced nose? Wild clothes? What to do with a productive "punk?" View the results of Jul/Aug 2007 Dilemma, What would you do in the face of an unclear law? back to top

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