Should DACA students hide that status for fear of being discriminated against by employers?

For college and university students who are recipients of the Deferred Action for Childhood Arrivals (DACA) program, entering the workforce can come with additional challenges and concerns. One of the most pressing questions many DACA students face is whether they should disclose their immigration status to potential employers. Fears of discrimination or bias can weigh heavily, particularly in a job market that may not fully understand or embrace the complexities of DACA.

Should DACA recipients hide their status during the hiring process? Here’s a closer look at the considerations:

1. Understanding the Legal Landscape

The DACA program allows eligible individuals who were brought to the U.S. as children to work legally, obtain a Social Security number, and receive protection from deportation. While this program offers temporary relief, its future has been uncertain due to ongoing legal and political challenges.

DACA recipients are legally eligible to work in the United States, but not every employer is familiar with the program. Some may hesitate to hire someone with temporary status out of fear that their employment authorization might be revoked in the future. However, disclosing your DACA status is not legally required unless it directly impacts the hiring process, and you have the same right to work as any other applicant.

Understanding your rights is critical. Employers are not legally allowed to ask about your immigration status during the interview process. If you’re hired, you’ll be required to complete Form I-9, verifying your eligibility to work in the U.S., just like any other employee. Your work authorization under DACA serves as sufficient proof for this purpose, and it’s your choice whether or not to volunteer additional information about your status.

2. Assessing the Employer’s Culture

As with any sensitive topic, the culture of the employer matters. Some companies are known for being immigrant-friendly and have publicly supported DACA recipients, while others may not be as familiar or supportive of the program. Researching a company’s stance on immigration issues can provide insight into whether you feel safe disclosing your status.

Look for signs that the company values diversity and inclusion. Are they vocal about supporting immigrant employees? Do they offer resources or Employee Resource Groups (ERGs) for immigrants or first-generation Americans? These are positive indicators that they may be more understanding of your status and supportive of your journey.

That said, there are industries and companies where immigration issues might not be as openly discussed or supported. In these cases, you may want to consider whether disclosing your status is necessary or beneficial during the application process.

3. Choosing When to Disclose

The decision to disclose your DACA status is personal, and there are no hard-and-fast rules. You’re not obligated to share it in a resume or interview unless it’s directly related to the position. For instance, if you’re applying for a role where citizenship is required, or the employer has specific policies regarding work authorization, you may need to address your status more explicitly.

Many DACA recipients choose to wait until they receive a job offer before disclosing their status. At that point, they can provide the necessary work authorization documents without making it a central topic of discussion during interviews. This approach allows you to highlight your skills, experience, and fit for the role without the risk of unconscious bias influencing the hiring decision.

If your DACA status is tied to leadership roles, advocacy, or community engagement activities that you want to showcase on your resume, consider framing your experience in a way that emphasizes your skills and contributions, rather than focusing solely on your immigration status. For example, you could highlight the impact you made in the organization or the skills you developed, while deciding how much to reveal about your personal circumstances.

4. Fear of Discrimination

While legal protections are in place, discrimination can still occur, particularly when employers misunderstand DACA or are concerned about the temporary nature of the program. If you suspect that your status might trigger bias during the hiring process, it’s understandable to be cautious.

However, there are also many companies that see value in hiring DACA recipients. They recognize the resilience, adaptability, and determination that often come with navigating the complexities of the DACA program. By aligning yourself with these employers, you can find opportunities where your contributions are appreciated and your work authorization status is not seen as a barrier.

5. Personal Preferences and Long-Term Considerations

The decision to disclose DACA status also comes down to personal comfort and long-term career goals. Some students feel empowered by being open about their DACA status, seeing it as an opportunity to advocate for themselves and others in similar situations. Others prefer to keep it private, especially during the early stages of the hiring process.

If your goal is to work in an industry or with an employer that values diversity and supports immigrants, being open about your DACA status may help you find the right fit. On the other hand, if your priority is to land a job and avoid potential hurdles, you may choose to disclose only what’s legally required when the time comes.