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Mexicans are the largest group of U.S. immigrants, comprising 24 percent of the total immigrant population in 2019, which is a decline from 30 percent in 2000. China (including Hong Kong and Macao but not Taiwan) and India were the origins of the next two largest immigrant groups, each accounting for approximately 6 percent of the overall foreign-born population. Other top countries of origin include the Philippines (5 percent); El Salvador, Vietnam, Cuba, and the Dominican Republic (3 percent each); and Guatemala and Korea (each 2 percent).
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The large numbers of immigrants from Latin America and Asia in recent decades represent a sharp turnaround from the mid-1900s, when immigration largely came from Europe. In the 1960s no single country accounted for more than 15 percent of the U.S. immigrant population, but Italians were the top origin group, making up 13 percent of the foreign born in 1960, followed by Germans and Canadians (about 10 percent each).
Immigrants from Mexico were the most numerous for decades after 1970, but the composition of new arrivals has changed since 2010. Now, immigrants are more likely to come from Asia, with India and China leading the way. In fact, in 2013 India and China displaced Mexico as the top origin countries for new arrivals.
Immigrants and their U.S.-born children number approximately 84.8 million people, or 26 percent of the U.S. population in the 2021 CPS, a decline of approximately 950,000 from 2020. The Pew Research Center has projected that the immigrant-origin share of the population will rise to about 36 percent by 2065.
The leading countries of birth of DV recipients were Nepal and the Democratic Republic of the Congo, together accounting for about 14 percent of DV entrants adjusting to LPR status in FY 2020. Other top countries of origin were Egypt and Russia (6 percent each), Albania (5 percent), and Ukraine, Sudan, and Algeria (4 percent each).
Sixty percent of temporary-visa holders residing in the United States were from Asia, while 17 percent were from elsewhere in North America and 14 percent were from Europe. The top countries of origin were India (27 percent), China (14 percent), Mexico (9 percent), Canada (6 percent), and South Korea (3 percent). Together, these five countries accounted for approximately 60 percent of all U.S. residents on temporary visas.
Every year, the president in consultation with Congress sets the annual refugee admissions ceiling and allocations by region of origin. The Trump administration set the ceiling at 15,000 in FY 2021 and 18,000 in FY 2020, down from 30,000 in FY 2019 and the lowest since the resettlement program was formally created in 1980. The Biden administration subsequently revised the FY 2021 limit to 62,500 and doubled the number to 125,000 for FY 2022.
China was the top country of origin for those receiving asylum in FY 2019, with 7,500 people (or 16 percent of total asylum grants), followed closely by Venezuela, with 6,800 individuals (15 percent). Other top countries of origin were El Salvador (with 3,200), Guatemala (2,600), and India (2,300). Together, nationals of these five countries made up 48 percent of those receiving asylum in FY 2019.
How many people are eligible for the Deferred Action for Childhood Arrivals (DACA) program under original rules and how many applications have been received since its launch in 2012?
The top countries of origin of active DACA program participants were Mexico (81 percent), El Salvador (4 percent), Guatemala (3 percent), Honduras (2 percent), and Peru, South Korea, Brazil, Ecuador, Colombia, and Argentina (about 1 percent each).
Since the Immigration Act of 1990, the United States has occasionally granted a form of humanitarian relief called Temporary Protected Status (TPS) when the origin countries of foreign nationals in the United States experience natural disasters, armed conflicts, or other circumstances making return unsafe. TPS offers work authorization and protection from deportation for periods of six months to 18 months. El Salvador was the first country to be designated for TPS in 1990, to protect Salvadorans who had fled its civil war. Since then, more than 20 countries have been designated for TPS.
On average, immigrants who became U.S. citizens in FY 2020 had previously held green cards for about seven years, a decrease from an average of eight years in FY 2019. The time varied by region of origin: immigrants born in Africa and Asia spent an average six years in LPR status before naturalization, those born in South America spent an average of seven years in that status, Europeans spent an average of eight years, and new citizens from Oceania and North America (including Central America) each spent an average of ten years with a green card.
EDITOR'S NOTE: The following is the text of Title VII of the Civil Rights Act of 1964 (Pub. L. 88-352) (Title VII), as amended, as it appears in volume 42 of the United States Code, beginning at section 2000e. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. L. 102-166) (CRA) and the Lily Ledbetter Fair Pay Act of 2009 (Pub. L. 111-2) amend several sections of Title VII. In addition, section 102 of the CRA (which is printed elsewhere in this publication) amends the Revised Statutes by adding a new section following section 1977 (42 U.S.C. 1981), to provide for the recovery of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973. Cross references to Title VII as enacted appear in italics following each section heading. Editor's notes also appear in italics.
(a) The term "person" includes one or more individuals, governments, governmental agencies, political subdivisions, labor unions, partnerships, associations, corporations, legal representatives, mutual companies, joint-stock companies, trusts, unincorporated organizations, trustees, trustees in cases under Title 11 [originally, bankruptcy ], or receivers.
(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or
(2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.
It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of his race, color, religion, sex, or national origin, or to classify or refer for employment any individual on the basis of his race, color, religion, sex, or national origin.
(2) to limit, segregate, or classify its membership or applicants for membership, or to classify or fail or refuse to refer for employment any individual, in any way which would deprive or tend to deprive any individual of employment opportunities, or would limit such employment opportunities or otherwise adversely affect his status as an employee or as an applicant for employment, because of such individual's race, color, religion, sex, or national origin; or
It shall be an unlawful employment practice for any employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining, including on-the-job training programs to discriminate against any individual because of his race, color, religion, sex, or national origin in admission to, or employment in, any program established to provide apprenticeship or other training.
Notwithstanding any other provision of this subchapter, (1) it shall not be an unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify, or refer for employment any individual, for a labor organization to classify its membership or to classify or refer for employment any individual, or for an employer, labor organization, or joint labor management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program, on the basis of his religion, sex, or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise, and (2) it shall not be an unlawful employment practice for a school, college, university, or other educational institution or institution of learning to hire and employ employees of a particular religion if such school, college, university, or other educational institution or institution of learning is, in whole or in substantial part, owned, supported, controlled, or managed by a particular religion or by a particular religious corporation, association, or society, or if the curriculum of such school, college, university, or other educational institution or institution of learning is directed toward the propagation of a particular religion.
Notwithstanding any other provision of this subchapter, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system, or a system which measures earnings by quantity or quality of production or to employees who work in different locations, provided that such differences are not the result of an intention to discriminate because of race, color, religion, sex, or national origin, nor shall it be an unlawful employment practice for an employer to give and to act upon the results of any professionally developed ability test provided that such test, its administration or action upon the results is not designed, intended or used to discriminate because of race, color, religion, sex or national origin. It shall not be an unlawful employment practice under this subchapter for any employer to differentiate upon the basis of sex in determining the amount of the wages or compensation paid or to be paid to employees of such employer if such differentiation is authorized by the provisions of section 206(d) of Title 29 [section 6(d) of the Labor Standards Act of 1938, as amended]. 2ff7e9595c
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