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04/01/2010

Multicultural Career Counseling Competence: 5 Key Tips for Improving Practice

By Richard Orbé-Austin

The passage by NCDA of the Minimum Competencies for Multicultural Career Counseling and Development confirms the long known reality that the work of career counselors is impacted by the complexity of culture as much as psychotherapy and other forms of counseling. As career services professionals, the Competencies provide us with a useful framework for engaging our increasingly diverse client population. The Competencies challenge us to shift our counseling paradigms, improve our techniques, modify our theoretical approaches, and to be aware of our own cultural blind spots as we attempt to meet the unique needs of our clients and to better understand how culture impacts career development. While the Competencies provide basic guidance about the skills and knowledge needed to be a culturally competent career practitioner, it is still a challenge for career experts to understand how they can integrate multicultural competence into their everyday practice. This article seeks to examine some factors to consider when developing one's multicultural competence as it pertains to career counseling.

1) Cultural Caree r History- everyone comes from and is socialized by a particular cultural context. While career coaching can be more directive than personal counseling, it is still critical to complete a comprehensive history with a client to understand a job seeker's cultural context and how it impacts his or her career choice, challenges, and development. One tool which can facilitate this process is a career genogram. Although career counseling is typically viewed as an individualistic process, for those from some cultures, it is truly a collectivistic one. Utilizing a career genogram will enable you to explore the work history of not only the client but that of close family and even key friends. The career genogram allows the counselor to better comprehend the level of exposure to a variety of careers which the client has experienced and how it has influenced his or her career planning. Even if you do not wish to use a formal career genogram, it is essential to examine the client's previous academic and work histories, to understand familial expectations, and to explore past career goals in order to determine how to assist your client. As career experts, due to our focus on outcomes, we can sometimes overlook cultural context, to the detriment of the client. The career action plan and coaching strategies will be improved by taking cultural context into consideration.

2) Outcome Expectations- the client's cultural context will also guide his or her outcome expectations. A job seeker may have all the skills necessary for a particular career or job, but due to negative outcome expectations (e.g. dissatisfaction), he or she may not pursue the position or fail to persist in the career. For instance, women may be reluctant to enter a stereotypically male-dominated industry (e.g. engineering) because they anticipate isolation and hostility. Thus, some of the career coaching with a client may involve helping the client imagine and plan for more positive outcomes, by identifying possible mentors and success stories.

3) Protected Careers and Self-Efficacy- similar to the previous issue of outcome expectations, protected careers refer to careers which are typically comprised of individuals from a particular background (e.g. race, gender, etc.). For instance, construction has stereotypically been a protected career for males and nursing has been a protected career for women. Some of our clients may prefer to only pursue protected careers, usually ones which they were exposed to by family and friends, which may limit their options. This desire is also influenced by his or her self-efficacy, or the confidence one has in performing in a particular domain. If a client does not have a strong sense of self-efficacy for a specific domain (e.g. science), he or she will not consider it as a possibility. Therefore, a component of the career counseling plan may be to bolster a client's self-efficacy in specific career or in skill domains. By helping clients consider career interests and opportunities beyond protected careers, you may allow them to expand their career options and to pursue more satisfying careers.

4) Networking- one of the most important elements of job search and career advancement is networking. However, while many already have well established networks of family and friends developed over generations, it is critical to assist those who must develop their own professional network. Typically, those from lower socioeconomic statuses and immigrant communities may find it more difficult to connect to professionals in their fields of interest. Therefore, as a career services professional, it is essential that you first explain the process and steps of networking to your clients, and then refer them to useful networking avenues (e.g. student clubs, professional associations, mentoring programs, LinkedIn and other social media) to create an effective network. Encourage them to conduct informational interviews with professionals in their industries of choice as another strategy to expand their network. It is important not to take for granted that our clients understand how to appropriately network, and role playing may also be a useful tool for bolstering their confidence in this area.

5) Awareness of Our O wn Cultural Biases- since we all are socialized within our own cultural context, we tend to have biases as career experts. Therefore, our own biases may be reflected in the recommendations we make to our clients or our expectations for them. For instance, we may believe that a client will not be successful in finance or medicine due to the client's cultural background, and may direct the client to more "realistic" options. The goal is to be aware of our biases rather than to eliminate them, which is much more challenging. Such awareness will allow us to aid our clients more effectively and to not limit their possibilities based on our own biases. Seeking peer consultation may also be useful in illuminating possible blind spots and biases.

Multicultural career counseling competence is always a work in progress, and our goal as career experts should be to maintain a stance of openness to learning and enhancing our knowledge, skills and awareness to adjust to the changing demographics of our 21 st century client population.

Richard Orbé-Austin, Ph.D., is a psychologist and a founder/partner of Dynamic Transitions Psychological Consulting, LLP, a private practice specializing in career coaching and organizational consulting, especially in the area of leadership development. His research interests include multicultural career counseling competence, racial/ethnic identity and career development, and diversity issues in the workplace. He can be reached at rorbeaustin@gmail.com

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Multicultural Career Counseling Competence: 5 Key Tips for Improving Practice

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04/01/2010 The passage by NCDA of the Minimum Competencies for Multicultural Career Counseling and Development confirms the long known reality that the work of career counselors is impacted by the complexity of culture as much as psychotherapy and other forms of counseling.

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Any ethical issue can arise once a counselor does not remain as neutral as possible. I believe one of the biggest issue that could arise if a counselor does not maintain their duty to be multiculturally competent. Not adhering and being empathetic to the their client's situation and cultural/systematic background could negatively affect the client/counselor relationship. Overgeneralizing and stereotyping the population to be essential worker could also negatively impact the relationship. The client would no longer share their experiences if they do not feel it is safe to do so.

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Considering that a large majority of the Mexican American community were, and still are essential workers, they were disproportionately effected. Many had to choose between providing for their families and possibly bringing the virus home to their families. There were little to no programs or precedents for a pandemic to alleviate this disparity for the community. Also, healthcare was not always the most available to the Mexican American communities. Majority of the community were forced to go outside of their communities to get tested for or seek treatment for the coronavirus. There is also a huge disparity in higher education for the Mexican American community. The lack of higher education have forced most of the community to be essential workers for their communities. They have indirectly been placed in the front lines of this virus. According to the New American Economy, there are 2.2 million Hispanic healthcare workers, 1,2 million Hispanic workers in the education sector, and 1 in 4 workers in the U.S. food supply chain are Hispanic,

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Career Counseling for the Mexican American Community 

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Career Counseling for the Mexican American Community 

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Career Counseling for the Mexican American Community 

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The striking disparities in COVID-19-related outcomes for Black and Hispanic people reflect and exacerbate structural racism and persistent underlying social and economic inequities that influence individual health. These factors include, but are not limited to, disparities in income, education, health insurance and access to medical care, access to food, job characteristics, and living conditions. ⁴⁴ The National Academies of Sciences, Engineering, and Medicine note that there is little evidence to suggest that differences in COVID-19 related outcomes are a function of inherent susceptibility to the virus, but "rather reflect the impact of systemic racism leading to higher rates of co-morbidities that increase the severity of COVID-19 infection and the socioeconomic factors that increase likelihood of acquiring the infection." ⁴⁵

Numerous studies have validated these findings. ⁴⁶ For example, a study evaluating COVID-19's racial and ethnic disparities found that minority groups have a disproportionate burden of underlying comorbidities and that "racial/ethnic minorities and poor people in urban settings live in more crowded conditions both by neighborhood and household assessments and are more likely to be employed in public-facing occupations...that would prevent physical distancing." ⁴⁷ The study went on to note that "'social distancing is a privilege' and the ability to isolate in a safe home, work remotely with full digital access, and sustain monthly income are components of this privilege." ⁴⁸

These disparate outcomes among Black and Hispanic people have also been documented in New York City. Indeed, one study concluded that although Black and Hispanic patients in New York City hospitals were more likely than White patients to test positive for COVID-19, Black patients were less likely to become critically ill or die after adjustment for comorbidity and neighborhood characteristics after hospitalization, supporting the assertion that "existing structural determinants-including inequality in housing, access to care, differential employment opportunities, and poverty-that remain pervasive in Black and Hispanic communities should be addressed in order to improve outcomes in COVID-19-related mortality." ⁴⁹

Black and Hispanic people are overrepresented in the essential workforce

One such structural inequality Black and Hispanic communities face is the fact that people of color are overrepresented in essential jobs-including jobs in warehouses-which require them to work outside the home and often offer less reliable social distancing and paid leave. ⁵⁰ As Dr. Elise Gould, a senior economist with the Economic Policy Institute, notes, "Occupational discrimination has been with us forever." ⁵¹

A recent report released by the Urban Institute notes that based on data from 2018 representing 152.7 million workers, 31 percent of Hispanic workers and 33 percent of Black workers were in essential jobs that required them to work in person and close to others. By contrast, 26 percent of White workers had similar jobs. ⁵² In New York City, currently 33 percent of the city's frontline trucking, warehouse, and postal service workers are Black; 27 percent are Hispanic; and only 22 percent and 17 percent are White and Asian respectively. ⁵³

The CDC notes that essential work positions create a higher risk of exposure because "these types of jobs require frequent or close contact with the public or other workers, involve activities that cannot be done from home, and may lack benefits such as paid sick days." ⁵⁴ Numerous studies confirm these findings, showing that during the pandemic, essential workers were more likely to be Black or Hispanic, have lower average incomes and education levels, lack health insurance and paid sick leave, and were more likely to report working outside the home and less likely to report social distancing and wearing masks indoors as compared to non-essential workers. ⁵⁵

Indeed, some studies even suggest that the "impact of work," ⁵⁶ which has significantly driven down the median age of COVID-19 positive Black and Hispanic people as compared to White people, accounts for one of the main reasons for the disparities in coronavirus deaths. ⁵⁷ For example, one study concluded: "We believe that COVID-19 disparities will ultimately be shown to stem from disparities in exposure, such as the dimensions of employment and household transmission . . . . " ⁵⁸ Another noted that "elevated occupational risk is a major driver of the disproportionately high rates of COVID-19 infection, hospitalization, and mortality experienced by Black, Indigenous, and Hispanic Americans." ⁵⁹ Yet another stated: "Existing structural injustices will continue to shape racial disparities in this pandemic if essential workers are treated as expendable, and unless companies and governmental leaders prioritize workplace safety and protection as a matter of public health." ⁶⁰

Black and Hispanic essential workers are particularly economically vulnerable and need reliable COVID-19 paid leave policies

In addition to the increased risks of exposure to COVID-19 Black and Hispanic people face on the job because of their overrepresentation as essential workers, many Black and Hispanic essential workers face increased risk of harm from COVID-19 because they are economically vulnerable and thus unable to take any leave from their jobs, particularly if doing so could cost them their employment. ⁶¹

Indeed, data from the U.S. Bureau of Labor Statistics shows that Black and Hispanic workers are less likely to have paid sick days as a benefit than White workers. ⁶² As such, although Black and Hispanic workers have reported being significantly more concerned about the risk of infecting themselves and others at work than White workers, those fears must be weighed against concerns about earnings and job security. ⁶³ It is critical that essential workers-in general-and Black and Hispanic workers-in particular-have easy access to paid sick leave so that they do not have to make the difficult choice between staying home and losing income or going to work and exposing others to COVID-19. ⁶⁴

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Black, Hispanic Americans are Overrepresented in Essential Jobs

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The striking disparities in COVID-19-related outcomes for Black and Hispanic people reflect and exacerbate structural racism and persistent underlying social and economic inequities that influence individual health. These factors include, but are not limited to, disparities in income, education, health insurance and access to medical care, access to food, job characteristics, and living conditions.

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Earlier this year, NAE examined the significant contributions Hispanic Americans, both U.S.-born and born-abroad, make to the United States. That report showed that already in 2017, Hispanic Americans earned more than $1 trillion and paid more than $250 billion in taxes in one year alone. Beyond that, they continue to fill critical workforce gaps in labor-short industries such as agriculture, construction, and healthcare.

Now with the United States undergoing a major health and economic crisis in the form of the COVID-19 pandemic, we take a closer look at this this critical population in the United States and how Hispanic Americans are serving on the frontlines as healthcare workers and in supporting roles that keep America functioning.
Healthcare
Hispanics make up a large portion of healthcare workers, with 2.2 million Hispanic healthcare workers nationwide. Of this 2.2 million, almost one-third are foreign-born. The Hispanic American workforce is especially concentrated in a select few fields within the healthcare sector. There are more than 390,000 Hispanic health aides who represent 17.1 percent of the entire U.S. health aide workforce. Of them, more than 180,000 are foreign-born.

Meanwhile, there are also almost 328,000 Hispanic American nurses, making up 8.4 percent of all nurses in the United States. Of them, nearly 83,000 are foreign-born. There are also almost 57,000 Hispanic American physicians and surgeons in the United States, including more than 27,000 Hispanic immigrants.

Hispanic Workers in the U.S. Healthcare Sector

Several key states have significantly higher shares of their healthcare workforces identifying as Hispanic compared to the national average. New Mexico, Texas, California, Arizona, and Florida have the highest concentration of Hispanic healthcare workers, with more than 25 percent of all healthcare workers being Hispanic.
U.S. Food Supply
Hispanic Americans are even more prominent in another essential sector of the U.S economy: the U.S. food supply chain. From farm, to factory, to table more than 1 in 4 workers in the U.S. food supply chain are Hispanic. Overall, there were over 4.5 million Hispanic workers in these industries in 2018, including 2.4 million foreign-born Hispanic workers.

In agriculture, 1 in 3 workers is Hispanic. Overall, there are more than 652,000 Hispanic workers in agriculture, the vast majority of them-nearly 500,000-being foreign-born.

Hispanic workers also account for 1 in 4 workers in food manufacturing industries, food wholesale businesses, and food service establishments.

Hispanic Workers in the U.S. Food Supply Chain

There are over 2 million Hispanic workers in the U.S. education sector, including more than 720,000 Hispanic immigrant workers. The majority of Hispanic workers in education are concentrated in the K-12 education, with more than 1.2 million Hispanic workers.

There are however significant numbers of Hispanic workers in child care services, where more than 320,000 work. Hispanic workers represent more than 1 in 5 workers in this sector. Meanwhile, a further 424,000 Hispanic American workers work at colleges and universities, including almost 132,000 Hispanic immigrants.

Hispanic Workers in Education

Biomedical Industries
Hispanic workers are also on the frontlines of finding a cure for the novel coronavirus and are also helping shore up America's supply of medicines and medical supplies. Hispanic Americans are well-represented in all biomedical fields, overall representing more than 10 percent of workers in all three fields we examined.

In 2018, 57,000 Hispanic workers made up 10.6 percent of the workforce in pharmaceutical and medical manufacturing industries. There were also 85,000 Hispanic workers who made up 13.6 percent of the workforce in medical equipment and supplies manufacturing. Meanwhile, a further 125,000 Hispanic workers made up 13.7 percent of the workforce at pharmacies and drug stores.

Hispanic Workers in Biomedical Industries

As the country is doing its best recover from the crisis, Hispanic Americans are there on the frontlines, working hard to contain the pandemic or supporting the functioning of our economy. As healthcare workers and as essential workers, Hispanics are and continue to be a vital part of the United States.

This is part of a series of research briefs looking at immigration in the United States during the time of Covid-19 to learn more, check out our research portal on Immigration and Covid-19. If you have any specific questions about our data, please reach out to us at info@newamericaneconomy.org.

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Hispanic Americans in Healthcare and in Essential Roles - New American Economy Research Fund

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Earlier this year, NAE examined the significant contributions Hispanic Americans, both U.S.-born and born-abroad, make to the United States. That report showed that already in 2017, Hispanic Americans earned more than $1 trillion and paid more than $250 billion in taxes in one year alone.

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The effects of the Covid-19 pandemic on Americans' career trajectories has varied by industry, geography, and ethnicity, with Latinos among the most heavily impacted. According to the 2020 American Family Survey, 53% of Hispanic respondents reported a career change since the pandemic began; meanwhile, a troubling 41% report a decline in income.

Harnessing that hunger for gainful employment, or a stronger career, can yield results. We spoke with Caroline Castrillon, career coach and founder of CorporateEscapeArtist to discuss the paths all Americans impacted by the Covid recession can take to rebuild their careers and reinvent their futures.

Take credit for accomplishments

While employers expect you to openly share your accomplishments, this can be awkward for some people who feel they are being arrogant, says Castrillon.

"Remember, this is your time to shine. Don't be shy," she says. "Share what your individual contributions were and quantify the results. If you don't do a good job of highlighting your achievements, employers will assume that you don't have anything significant to discuss."

Understand cultural nuances

"Don't be discouraged if the interviewer seems a bit impersonal at first. Employers who don't ask about your background or your family aren't being rude," says Castrillon. "While the family is at the center of Hispanic culture, there are many legal issues employers can't bring up first in an interview. If the interviewee mentions a spouse or children, the interviewer can follow up on it, but they are generally bound by law not to ask first. "

Use community, cultural connections

In addition to researching potential companies utilizing online tools, it's good to use cultural and community connections to gain valuable insights. Within one's own close-knit community, the chances are excellent that someone has interviewed with or worked for a company of interest. Professional Hispanic groups and their members can also be a wealth of information. Key organizations to have on one's radar are the Association of Latino Professionals in Finance and Accounting (ALPFA), the National Hispanic Medical Association (NHMA), and the United States Hispanic Chamber of Commerce (USHCC), among others.

Know your goals

A big mistake job seekers make is applying to every position under the sun. Instead, Castrillon suggests job-seekers focus on quality over quantity when seeking roles. Develop a list of the types of companies and positions to target, and then pursue it methodically. Then, develop measurable goals, such as sending out a certain number of resumes daily, or researching a certain amount of companies each month.

Take small steps, says Castrillon, and seek to be consistent in your efforts. When you're overwhelmed with mounting bills and worries, it's easy to get disorganized or frantic and unfocused in your job search. Instead, take a moment to breathe deeply, and re-focus your job-seeking intentions.

Finally, understand that a traditional job search isn't the only option - there may be an opportunity to re-invent onself as a freelancer or entrepreneur. The key is knowing one's strengths and being open to new and different ways of using them to one's favo, professionally.
Disclosure: Follow NBC Latino on Facebook, Twitter and Instagram. Invest in You: Ready. Set. Grow. is a financial wellness and education initiative from CNBC and Acorns, the micro-investing app. NBCUniversal and Comcast Ventures are investors in .

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Latino jobs have taken a hit with Covid. Here are some career-building strategies.

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The effects of the Covid-19 pandemic on Americans' career trajectories has varied by industry, geography, and ethnicity, with Latinos among the most heavily impacted. According to the 2020 American Family Survey, 53% of Hispanic respondents reported a career change since the pandemic began; meanwhile, a troubling 41% report a decline in income.

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For years, the highlight of Candido's day has been returning home from work to his wife and children, Caleb and Emma. He has carried the pride of his job as an essential worker in the construction industry.

That was until he brought COVID-19 home.

"The first symptom was at work. I felt different types of chills. Then my legs felt shaky," Candido, who asked to be identified by only his first name, told "Nightline" in Spanish.

Although Candido doesn't know if he contracted the virus at work, he says he became ill in early June. He eventually lost his senses of taste and smell and says he feared for his family. His wife and children all have asthma, and he worried about how they would be impacted if he passed the virus to them.

"We were going to be in an economic situation where we wouldn't be able to pay the rent," he said. "We don't have any support. We didn't know if the sickness was going to affect us or if we would end up in the hospital. If we were going to die, what was going to become of our kids."

It is a situation many essential workers across the country are dealing with every day. They keep our country's economy running amid a pandemic, despite their vulnerabilities to the virus.

Now, so many people like Candido are forced to weigh the fears of transmitting the virus and still providing for their family or staying home without being able to earn a living.

"My fear is that at any moment I could get contaminated again and bring the sickness home and that it turns out to be catastrophic," Candido said.

Nearly four months into the pandemic, at least 40 states are now reporting a surge in COVID-19 hospitalizations.

"This is the greatest public health crisis that our nation's faced in more than a century," Dr. Robert Redfield, director of the Centers for Disease Control and Prevention, told ABC News. "We're very new in learning about this virus so it is very hard to predict. Clearly though, we have a significant upsurge of the outbreak now."

As the numbers continue to rise, a clear picture of those most affected is emerging.

Nationwide, Hispanic people now account for nearly a third of all COVID-19 cases.

In Texas, where Candido lives, the majority of construction workers are Latino like him. He said that in early June he became so sick with the virus that he went to the hospital. A native of Honduras, Candido is undocumented and uninsured. He feared his immigration status would impact his treatment.

"I did get worried that I would end up at the hospital connected to a ventilator," he said. "Because I'm an immigrant I wondered if they would remove me from the ventilator to give it to a U.S. citizen. That really worried me."

Candido said he was sent home to recover, quarantining without sick pay. He said he received a hospital bill for $7,000 a few days later. He says the hospital has reduced the bill down to $3,500, forcing him into credit card debt. He says he had to borrow money from relatives in Honduras.

"Not being able to work meant I wasn't going to have a salary," he said. "It won't allow me to pay the bills."

For Candido, no work truly means no pay. Due to his immigration status, he has been ineligible for the stimulus check provided under the federal government's Coronavirus Aid, Relief and Economic Security (CARES) Act and he cannot apply for unemployment benefits.

Candido soon passed the virus to his wife, which forced both of them to distance themselves from their own children.

"It's not easy because you want to hug and kiss them," he said of his kids. "They ask for it and it's sad because you can't do it."

He said that when it comes to the construction industry, employers should care for their employees. Instead, he says, the responsibility to protect themselves often falls on the workers.

"They aren't giving the tools to protect us," he explained. "They say, 'Bring a mask' but they don't provide masks. The employee has to bring their own mask. The employee needs to come with their own gloves, and that should be provided by them and they don't do it."

His experience is just one of many illustrating COVID-19's disproportionate and growing grip on the Latino community.

In Chattanooga, Tennessee, the latest census shows Latinos make up only about 6% of the population. Yet, 40% of all COVID-19 cases in the city are Latino.

"We knew that the Latinx population would be hit, but we didn't know it would be hit so hard," said Stacy Johnson, the executive director at La Paz Chattanooga, a nonprofit serving a growing Guatemalan and Mexican community.

Local organizations like La Paz have now joined forces to help and support this community.

"From day one when COVID-19 came to Chattanooga, we knew that the Latinx population would be hit," Johnson said. "We knew ... the majority of them were essential workers."

Since the beginning of the pandemic, the calls were already coming in.

"We've gotten lots of calls from ... a wife, for instance, that her husband works in the construction field. She and the children have stayed home," Johnson said. "She's afraid because she knows that her husband is at risk every single day. We have had calls from people in the service industry now that restaurants and hotels are starting to open back up."

Johnson says she knew it was too early when the state began to reopen on April 30, and that local officials made the decision without prioritizing the growing outbreak in the Latino community.

"I don't feel like any of those entities recognize the Latino community wasn't part of the strategy. It wasn't part of the plan," Johnson said. "They only noticed this population subgroup when the numbers increased... Honestly, it was a little too late."

Johnson's group has focused on providing much-needed information on COVID-19 in Spanish -- information she says has been lacking from city and state institutions.

"We feel like language is a huge barrier -- language and culture," she explained. "We made sure that anything that was going out to the community was available in Spanish. We have a large Guatemalan community here and many of them speak a Mayan language. [We're] making sure that even those community members can have access to this really important information."

Johnson says stay-at-home orders have been a challenge, especially for the city's essential workers, who are undocumented and unable to get sick pay. Often, the only support comes from private relief funds donated by organizations like La Paz.

"A large percentage of the Latinx population are not eligible for any sort of government assistance. They're not eligible for the stimulus package," she said. "If we're not able to provide financial assistance to this population, they will continue to work because [no income] is a much bigger challenge than maybe catching the virus."

Dr. Kelly Arnold, who runs Clinica Medicos in Chattanooga, says this pandemic is "like nothing" she's seen in the last 15 years. She is now part of the city's coronavirus task force.

"As a family physician and a community physician, [I'm] really grappling with how do we, beyond the test results, stabilize families inside of such a vulnerable situation," she told "Nightline."

"We know by and large that these active measures of socially distancing, washing your hands, wearing a mask ... those seem simplistic in nature, but [what] if your job and your vitality depends upon being rubbed up against someone's elbows to be on an assembly line or in a kitchen," she said. "Not only that, [but] your employer might not be providing you with adequate [personal protective equipment], then the decision is, 'What do I do for my family?' And most times, people are going to decide to protect your family economically."

Compounding it all, many of Arnold's patients are uninsured and undocumented, meaning they can't get sick pay.

"I realized that when jobs shut down and jobs end, especially [in] the uninsured community, the first thing to go is people taking care of themselves and prioritizing their health care," Arnold said. "That is one of the things that they set aside to save, to keep a roof over their head, to feed their children."

"The weight of that moment is incredible," she added. "'Am I going to be on a ventilator? Am I going to die? We're undocumented. What's going to happen?' All of these ponderings are palpably present in the lives of our patients and we see it every day."

Betty Delgado, a Mexican immigrant, said paid sick leave made it easier for her to stay home and recover after she tested positive for the virus.

Delgado cleans homes for a living. She said her mother works at a chicken processing plant and her father, now retired, babysits her children. She said it only took one person to get sick to force everyone to stop working. It started with her father. Delgado, who says she has diabetes and kidney issues, eventually started feeling symptoms -- first a fever, and then a cough that knocked the wind out of her.

"I was so scared that I would die because every time I coughed I felt like my heart would stop from so much coughing," Delgado said in Spanish. "I lost all my strength."

Delgado and her parents have now recovered from the virus and gone back to work. Still, Delgado says she is far from feeling safe.

"I'm trying to take care of myself now because I don't want to relapse," she said. "I feel safe when I'm in my house, but when I go out to buy food, I don't feel safe because people aren't careful... No one knows who is infected or who isn't."

Despite her fears, Delgado and her mother are back to work. It's a risk for her, but not a choice, for another employee both essential to her family and our country.
This report was featured in the Friday, July 24, 2020, episode of "Start Here," ABC News' daily news podcast. "Start Here" offers a straightforward look at the day's top stories in 20 minutes. Listen for free every weekday on Apple Podcasts, Google Podcasts, Spotify, the ABC News app or wherever you get your podcasts.

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Latinos, many with essential jobs, disproportionately affected by COVID-19

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For years, the highlight of Candido's day has been returning home from work to his wife and children, Caleb and Emma. He has carried the pride of his job as an essential worker in the construction industry. That was until he brought COVID-19 home. "The first symptom was at work.

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Pew Research Center's Hispanic Trends Project

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An estimated 36.6 million Hispanics of Mexican origin lived in the United States in 2017, according to a Pew Research Center analysis of the U.S. Census Bureau's American Community Survey. Mexicans in this statistical profile are people who self-identified as Hispanics of Mexican origin; this includes immigrants from Mexico and those who trace their family ancestry to Mexico.

Mexicans are the largest population of Hispanic origin living in the United States, accounting for 62% of the U.S. Hispanic population in 2017. Since 2000, the Mexican-origin population has increased 76%, growing from 20.9 million to 36.6 million over the period. At the same time, the Mexican foreign-born population living in the U.S. grew by 29%, from 8.7 million in 2000 to 11.2 million in 2017.

Mexican-origin population in the U.S., 2000-2017

The following key facts compare demographic and economic characteristics of the Mexican-origin population in the U.S. with the characteristics of U.S. Hispanics and the U.S. population overall. It is based on Pew Research Center tabulations of the 2017 American Community Survey. Key facts include:

Immigration status

Among Hispanics in the U.S., about 33% are foreign born, compared with 31% of U.S. Mexicans.

About 50% of foreign-born Mexicans have been in the U.S. for over 20 years, and 31% of foreign-born Mexicans are U.S. citizens.

Educational attainment

About 16% of U.S. Hispanics ages 25 and older have obtained at least a bachelor's degree, compared with 12% of Mexicans.

Among Mexicans ages 25 and older, the U.S. born are more likely than the foreign born to have a bachelor's degree or higher (17% vs. 7%).

Income

Among U.S. Hispanics and Mexicans, the median annual personal earnings for those ages 16 and older was $25,000.

Looking at full-time, year-round workers, U.S. Hispanics earned $34,000, while Mexicans earned $32,000.

Poverty status

The share of U.S. Hispanics who live in poverty is 19%, compared with 20% for Mexicans.

About 20% of U.S.-born Mexicans live in poverty, as do 19% of foreign-born Mexicans.

Homeownership

The rate of homeownership among U.S. Hispanics is 47%, compared with 50% for Mexicans.

Among Mexicans in the U.S., rates of homeownership are 52% for the U.S. born and 48% for foreign born.

Top states of residence

The Mexican population is concentrated in California (35%), Texas (26%) and Arizona (5%).

Age

The median age of U.S. Hispanics (29) is similar to that of Mexicans (27) and lower than that of the U.S. population (38).

Marital status

U.S. Hispanics ages 18 and older less likely to be married (46%) than Mexicans (48%).

Among Mexicans ages 18 and older, those who are foreign born are more likely to be married than U.S.-born Mexicans (61% vs. 37%).

Fertility

Some 7% of U.S. Hispanic women ages 15 to 44 gave birth in the 12 months prior to the July 2017 American Community Survey. That was similar to the rate for Mexican women (7%).

Language

About 70% of U.S. Hispanics ages 5 and older speak only English at home or speak English at least "very well," compared with 71% of Mexicans.

Similarly, 64% of Hispanic adults are English proficient, as are 65% of Mexican adults.

Download the data

Download the Excel sheet with data on Hispanics of Mexican origin in the U.S.

Other U.S. Hispanic fact sheets

Methodology

Pew Research Center's fact sheets on U.S. Latinos and the accompanying blog post examine the Latino population of the United States overall and by its 15 largest origin groups - Mexicans, Puerto Ricans, Salvadorans, Cubans, Dominicans, Guatemalans, Colombians, Hondurans, Spaniards, Ecuadorians, Peruvians, Nicaraguans, Venezuelans, Argentines and Panamanians. These sheets provide detailed geographic, demographic and economic characteristics for all Latinos and for each Latino origin group. They are based on Pew Research Center tabulations of the U.S. Census Bureau's 2010, 2015 and 2017 American Community Survey (ACS) and the 2000 U.S. decennial census.

The ACS is the largest household survey in the United States, with a sample of more than 3 million addresses. It covers the topics previously covered in the long form of the decennial census. The ACS is designed to provide estimates of the size and characteristics of the resident population, which includes persons living in households and group quarters. For more details about the ACS, including the sampling strategy and associated error, see the 2010, 2015 or 2017 American Community Survey's Accuracy Statement provided by the U.S. Census Bureau.

The specific data sources for these fact sheets are the 1% samples of the 2010, 2015 and 2017 American Community Survey (ACS) Integrated Public Use Microdata Series (IPUMS) provided by the University of Minnesota and the 5% sample of the 2000 decennial census. IPUMS assigns uniform codes, to the extent possible, to data collected by the decennial census and the ACS from 1850 to 2017. For more information about IPUMS, including variable definition and sampling error, please visit the " IPUMS Documentation and User Guide."

Due to differences in the way in which IPUMS and Census Bureau adjust income data and assign poverty status, data provided on these topics might differ from data that are provided by the Census Bureau.

For the purposes of these fact sheets, the foreign born include those persons who identified as naturalized citizens or non-citizens and are living in the 50 states or the District of Columbia. Persons born in Puerto Rico and other outlying territories of the U.S. and who are now living in the 50 states or the District of Columbia are included in the U.S.-born population.

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Facts on Hispanics of Mexican origin in the United States, 2017

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An estimated 36.6 million Hispanics of Mexican origin lived in the United States in 2017, according to a Pew Research Center analysis of the U.S. Census Bureau's American Community Survey. Mexicans in this statistical profile are people who self-identified as Hispanics of Mexican origin; this includes immigrants from Mexico and those who trace their family ancestry to Mexico.

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Many people are navigating layoffs, furloughs, and reduction in the workforce as businesses close their doors or cut services because of the ongoing coronavirus disease (COVID-19) pandemic. Although you may be feeling overwhelmed and anxious to immediately apply for a new position, it is highly recommended that jobseekers take a few days to plan ahead and strategize on how to best proceed.

Think of your career - where you are currently and where you want to be in the future - and define your ideal role or position. Take this time to assess your skills, passions, and what you can offer the public, consumers, and employers.

Here are some career-related resources to assist during uncertain times.

Applying for unemployment benefits
Consider applying for unemployment immediately to determine if you are eligible for those benefits. It will be a temporary means to assist with basis subsistence. Find out more about your state's requirements for unemployment, including exceptions made because of the pandemic.

Continuing professional development
Use this time to grow, develop and evolve as an individual and professional. Identify where you are in your career and what qualifications or professional development courses you need to undertake to reach that next opportunity and confidently apply for it.

Earn continuing education credit by taking advantage of ACA's online professional development programming, which allows you access to innovative educational content created specifically for the counseling profession. Learn through online courses, webinars, podcasts, book chapters, journal articles, and practice briefs.

ACA recognizes professional counselors face unprecedented times as COVID-19 changes how we live, interact, and provide counseling services. We understand the time and financial flexibility needed during this crucial time, so we are proud to offer a unique package of 15 Continuing Education (CE) products for free.

Navigating your career
Unemployment has spiked because of COVID-19. However, many companies are still hiring. Here are some tips for navigating your career in the midst of a pandemic:

Continue networking while practicing physical distancing. Activate your professional networks. Gather letters of recommendations from your friends, family, and colleagues. Inside Higher Ed provides additional tips on at-home networking strategies.

Update your LinkedIn profile, website(s), and other social media platforms.

Update your resume/CV. Remember the four C's of resume writing: Keep it clean, clear, concise, and consistent. Your resume/CV should be 3-5 pages (never more than 5). Do not include discriminatory information such as dates of birth, marital status, and personal interests (but you can include your research interest if appropriate). Highlight your qualifications, skills, achievements, projects, and affiliations. And quantify your achievements.

The ACA Career Central provides sample career documents and job resources. Read tips on how to succeed at virtual job interviews at CNBC Make It. You can search for jobs on the following sites:

ACA's Career Specialist also provides consultation services and assistance navigating the next steps of your career. To schedule an appointment or for more information on how we can assist you, email us at careers@counseling.org.

Recruiting and hiring
ACA Career Central can also assist you with your recruitment needs. Our job board's digital platform allows employers to independently post their positions and to set up automatic notifications - in which you enter criteria for your ideal candidate and the system emails you when qualifying resumes are uploaded. You can also enhance your job postings and search the resume database while you have an active job posting. Create an employer account with ACA Career Central.

For a limited time, employers have the opportunity to purchase a regular posting with a longer duration (i.e. a 90-day job posting at a 30-day rate). Use the promo code: SPRINGSALE2020 at checkout.
Providing counseling services
Many mental health agencies and practices now provide telebehavioral health services. Some professional counselors must resort to providing counseling and support via phone, and some agencies and organization continue to offer in-person counseling services.

Christine Forte shares her experience working with clients in parts of China and Korea who have been affected by COVID-19 and helpful resources in her ACA member blog " Counseling in a Time of COVID-19."

Counselor educators are moving their classrooms online, which can be challenging for both educators and students. Dr. Allison Levine shares tips on how to make online classes more accessible.

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Many people are navigating layoffs, furloughs, and reduction in the workforce as businesses close their doors or cut services because of the ongoing coronavirus disease (COVID-19) pandemic. Although you may be feeling overwhelmed and anxious to immediately apply for a new position, it is highly recommended that jobseekers take a few days to plan ahead and strategize on how to best proceed.

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Latinos are a diverse group of individuals with ancestry in Spanish-speaking countries in Central and South America as well in the Caribbean. Currently Latinos are the largest ethnic minority group in the United States; government projections estimate that in 2050 almost 25% of the total U.S. population will be Latinos.

Career counseling with Latinos requires counselors to move from traditional frameworks of career counseling, for there are unique issues that arise from Latinos' experiences that may influence career development. When providing career counseling services to Latinos, counselors must embrace a broader perspective that takes into account personal and social contexts.

Knowledge is a key component to culturally competent practice, and understanding issues that are central to Latinos' career development process can facilitate effective career counseling. Historical (discriminatory policies), sociological (immigration factors, networks, socioeconomic status), sociocultural (acculturation, ethnic identity), and psychological (self-efficacy) factors may interact to influence the differential social, educational, and occupational experiences of Latinos. Competent career counselors should be informed about the roles these factors play in shaping the career opportunities and decisions of Latinos, while incorporating this information with appropriate theoretical frameworks to develop a plan for effective career counseling.

Latino Issues in Career Development

Many factors are important to the career development of Latinos; this entry highlights a few salient factors that may either influence or impede Latinos' career development, focusing particularly on the role of culture.

Career-Related Self-Beliefs

Among the self-beliefs that are important to evaluate in career counseling with Latinos are aspirations, expectations, and self-efficacy or confidence in their abilities. Research indicates that Latinos have high career aspirations, but are less likely to believe that they will achieve these goals. Some have conjectured that the discrepancy between aspirations and expectations may be attributed to the presence of real or perceived career barriers. In addition, a limited exposure to a wide range of activities may restrict their development of career-related self-efficacy beliefs, likely to influence interests and goals in particular career fields. A lack of confidence in abilities can hinder career achievements, for some may aspire to specific career fields but not pursue them due to low self-efficacy beliefs for related activities. Conversely, some Latinos may not even consider certain careers (particularly high-status, high-paying careers in which other Latinos may be underrepresented) simply because they have had limited exposure to learning activities that can give rise to their self-efficacy beliefs in specific career activities.

Career counselors have the opportunity to intervene with Latinos to optimize their career potential. Professionals should assess Latinos' aspirations and goals, as well as explore career expectations to ensure that lowered expectations for success are not inhibiting potential. It is also important to provide access to information about the world of work, to increase clients' self-awareness of interests, values, and skills, and to help clients identify opportunities for increasing their confidence in their abilities to succeed in the world of work.

Family is a core value for Latinos and thus influences every aspect of their life, including careers. For Latinos, being part of the family unit may be far more important than individual needs (i.e., seeking careers that match personal interests); thus their career decisions may take into consideration how their choices may affect their family. Latinos may also make major life decisions, such as career choices, in consultation with family members and may sacrifice personal needs for the family's welfare. It is important not to judge this Latino cultural value as negative or deviant, but to simply be aware and recognize the role of the family in career decisions. Furthermore, the support of the family for career endeavors and decisions is invaluable and provides encouragement in the face of adversity. Numerous recommendations emphasize the need to incorporate the family, including supporting Latino clients' discussions about careers and career-related decisions and possibly inviting family to counseling sessions.

Mentors can be a facilitative factor for Latinos' career development by helping Latinos confront and navigate career-related barriers and by countering negative career-related messages that Latinos receive. Mentors may also be able to provide support and access to information, resources, and networks. Mentors may be able to aid in exploring career options, aid in making progress in career decision making, and affirm career self-efficacy beliefs. Mentors or role models of the same cultural background may be especially important in implicitly conveying the message that, like them, they too can succeed.

Environment

Environment-related factors that influence the career development and opportunities of Latinos include social class and experiences of discrimination and prejudice. In particular, social class influences career development in myriad ways-from the exposure to career options to the quality of education one receives. Whereas Latinos with more financial privileges are likely to have more flexibility and access to pursue career options, Latinos are highly concentrated in the working class and may not have the financial resources to pursue a wide range of options. In addition, discrimination and prejudice are real factors that influence Latinos' career development, acting as barriers related to race-ethnicity that eliminate the career possibilities.

The importance of culture cannot be ignored in career counseling Latinos. Culture influences how individuals view themselves and the world around them and also influences how career is constructed and given meaning. Specifically, the influence of self-beliefs, family, mentors, and the environmental context is greatly shaped by acculturation, generation status, cultural values, and racial/ethnic identity. Thus, the individual and additive effects of these variables may vary from one Latino to another; that is, not all Latinos are affected by the same forces or have the same experiences.

Career Counseling Theories and Models for Latinos

In comparison to the past, more research is being conducted on career counseling with diverse populations, but relatively few studies have been conducted with Latino samples. As a result, limited empirical information is available to use for creating new theories to describe Latinos' career development and to develop frameworks for effective career counseling. Consequently, few career theories and models have been developed specifically for Latinos; career counselors often utilize and adapt theories that have been developed to explain the career development of women, persons of color, or individuals in general. When utilizing these theories that were originally designed for the general population and that do not include sociohistorical-contextual considerations or those that have been primarily validated on non-Latino samples, it is important to take into account culturally relevant variables and to understand how culture influences other person-level career factors in conceptualizing and strategizing a plan for career counseling with Latinos.

Latino-Specific Theories

Rivera and colleagues created a developmental career model for Mexican American women. Central components to this model are values (e.g., family harmony), social issues (e.g., discrimination), and culture (e.g., family) as they relate to the career choice process. Implications for career counseling practice includes structuring interview questions according to the three foundational components to better understand the internal cognitions that may direct Latino clients' decisions. Gomez and colleagues developed another Latino-specific model that depicts the career path as a nonlinear process that is influenced by a series of four interactive concentric life spheres consisting of the self; culture, family, and personal background; context; and sociopolitical conditions. Each sphere consists of various dimensions that help to shape the individual's career development. Thus, a Latina's career development is conceptualized as an interaction of the person's identity, values and life goals, her cultural and gender role socialization, family's aspirations for her, the opportunities, barriers, and resources within her immediate environment, and the historical context in which her life is taking shape.

Multicultural Theories

Gloria and Rodriguez developed the psychosociocultural model that focuses on individual, environmental-social, and cultural factors simultaneously in counseling Latinos. Specifically, they argue that it is the contextual interaction between these factors that provides more accurate perspectives of Latinos. Using this framework in career counseling would provide culturally relevant career information to Latinos in the world of work. Furthermore, Blustein's psychology of working provides a framework for career counseling with Latinos. In this framework, work perspectives and experiences may vary depending on the individual, while dimensions of race-ethnicity and social class are also included. Implications for career counseling include discussing perceptions and meaning of work, barriers to work, and discrimination at work with Latino clients.

General Theories

Major theories have been tested, and in some cases altered, for use with Latinos. For example, social cognitive career theory, typology theories, and developmental theories have demonstrated support for use with Latinos ranging in age from adolescents to adults. Research continues to be conducted to expand and refine the use of these theories and other career models for use with Latinos.

Career Assessment with Latinos

Important contributions to career assessment with Latinos have identified psychometric concerns that career counselors should be aware of when utilizing traditional career assessment instruments, such as language equivalence, conceptual equivalence, and normative reference data.

Counseling Considerations

The multicultural guidelines offer guidance for providing culturally competent career counseling practice. In terms of working with Latinos, career counselors need to recognize personal attitudes and beliefs that may negatively influence their assessment of and work with Latinos. If left unexamined or unchallenged, even well-intentioned attitudes can impede the career counseling process. In addition, career counselors need to understand the Latino client within the cultural context in which her or his life has taken shape. In particular, career counselors must be aware of and sensitive to a family's history of living in the United States and past and current experiences in educational and work systems. Finally, career counselors must utilize intervention strategies that are culturally appropriate and sensitive. Utilizing theories, models, and tools that are sensitive or adaptable for understanding Latinos' career development is important. In summary, assessing personal attitudes, understanding the life experiences of their Latino clients and the factors that combine to shape their career paths, and implementing culturally sensitive intervention practices will ensure the effective delivery of career counseling services with Latinos.

References:

1. Arbona, C. (1990). Career counseling research and Latinos: A review of the literature. The Counseling Psychologist, 18, 300-323.

2. Arbona, C. (1996). Career theory and practice in a multicultural context. In M. L. Savickas & W. B. Walsh (Eds.), Handbook of career counseling theory and practice (pp. 45-54). Palo Alto, CA: Davies-Black.

3. Flores, L. Y., Byars, A., & Torres, D. M. (2002). Expanding career options and optimizing abilities: The case of Laura. Career Development Quarterly, 50, 311-316.

4. Flores, L. Y., Navarro, R. L., & Ojeda, L. (2006). Career counseling with Latinas. In W. B. Walsh & M. J. Heppner (Eds.), Handbook of career counseling for women (2nd ed., pp.271-313). Mahwah, NJ: Lawrence Erlbaum.

5. Fouad, N. A. (1994). Career assessment with Latinos/ Hispanics. Journal of Career Assessment, 2, 226-239.

6. Foaud, N. A. (1995). Career behavior of Hispanics: Assessment and career intervention. In F. T. L. Leong (Ed.), Career development and vocational behavior of racial and ethnic minorities (pp. 165-192). Hillsdale, NJ: Lawrence Erlbaum.

7. Gloria, A. M., & Rodriguez, E. R. (2000). Counseling Latino university students: Psychosociocultural issues for consideration. Journal of Counseling and Development, 78, 145-154.

8. Gomez, M. J., Fassinger, R. E., Prosser, J., Cooke, K., Mejia, B., & Luna, J. (2001). Voces abriendo caminos (Voices forging paths): A qualitative study of the career development of notable Latinas. Journal of Counseling Psychology, 48, 286-300.

9. Leong, F. T. (1995). Career development and vocational behavior of racial and ethnic minorities. Hillsdale, NJ: Lawrence Erlbaum.

10. McWhirter, E. H. (1997). Perceived barriers to education and career: Ethnic and gender differences. Journal of Vocational Behavior. 50, 124-140.

See also:

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Career Counseling for Latinos - IResearchNet

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Latinos are a diverse group of individuals with ancestry in Spanish-speaking countries in Central and South America as well in the Caribbean. Currently Latinos are the largest ethnic minority group in the United States; government projections estimate that in 2050 almost 25% of the total U.S. popula…

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Immersion and understanding of the Mexican-American culture, to start. Mexican people place great emphasis on family and the value of hard work. It is important for us to recognize that the suffering experienced by Mexican people was not just a result of a deadly virus, but by the pain of many of them having to choose to work to support their families or risk their lives. Furthermore, we should remember the advocacy aspect of our careers and advocate for better social and working conditions for all people, especially marginalized groups.

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The U.S. Department of Labor reported that in 2020, 18 percent of the workforce was made up of Hispanic workers (they did not specify from which countries). When the pandemic hit and essential workers were forced to continue working at the risk of their lives, Mexican-American workers made up a large chunk of the people on the front lines. So naturally, a large portion of Covid-19 cases were suffered by Hispanic people. A result of severe social inequity and institutional racism, but through this insight we can see how cultural career trends can have real results on a person's life and well-being.

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Washington Post- Meet the Mexicans working the jobs Americans don’t want

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Washington Post- Meet the Mexicans working the jobs Americans don’t want

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Meet the Mexicans working the jobs Americans don’t want

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How has Covid-19 affected the Mexican-American community?

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How has Covid-19 affected the Mexican-American community?

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For years, the highlight of Candido's day has been returning home from work to his wife and children, Caleb and Emma. He has carried the pride of his job as an essential worker in the construction industry.

That was until he brought COVID-19 home.

"The first symptom was at work. I felt different types of chills. Then my legs felt shaky," Candido, who asked to be identified by only his first name, told "Nightline" in Spanish.

Although Candido doesn't know if he contracted the virus at work, he says he became ill in early June. He eventually lost his senses of taste and smell and says he feared for his family. His wife and children all have asthma, and he worried about how they would be impacted if he passed the virus to them.

"We were going to be in an economic situation where we wouldn't be able to pay the rent," he said. "We don't have any support. We didn't know if the sickness was going to affect us or if we would end up in the hospital. If we were going to die, what was going to become of our kids."

It is a situation many essential workers across the country are dealing with every day. They keep our country's economy running amid a pandemic, despite their vulnerabilities to the virus.

Now, so many people like Candido are forced to weigh the fears of transmitting the virus and still providing for their family or staying home without being able to earn a living.

"My fear is that at any moment I could get contaminated again and bring the sickness home and that it turns out to be catastrophic," Candido said.

Nearly four months into the pandemic, at least 40 states are now reporting a surge in COVID-19 hospitalizations.

"This is the greatest public health crisis that our nation's faced in more than a century," Dr. Robert Redfield, director of the Centers for Disease Control and Prevention, told ABC News. "We're very new in learning about this virus so it is very hard to predict. Clearly though, we have a significant upsurge of the outbreak now."

As the numbers continue to rise, a clear picture of those most affected is emerging.

Nationwide, Hispanic people now account for nearly a third of all COVID-19 cases.

In Texas, where Candido lives, the majority of construction workers are Latino like him. He said that in early June he became so sick with the virus that he went to the hospital. A native of Honduras, Candido is undocumented and uninsured. He feared his immigration status would impact his treatment.

"I did get worried that I would end up at the hospital connected to a ventilator," he said. "Because I'm an immigrant I wondered if they would remove me from the ventilator to give it to a U.S. citizen. That really worried me."

Candido said he was sent home to recover, quarantining without sick pay. He said he received a hospital bill for $7,000 a few days later. He says the hospital has reduced the bill down to $3,500, forcing him into credit card debt. He says he had to borrow money from relatives in Honduras.

"Not being able to work meant I wasn't going to have a salary," he said. "It won't allow me to pay the bills."

For Candido, no work truly means no pay. Due to his immigration status, he has been ineligible for the stimulus check provided under the federal government's Coronavirus Aid, Relief and Economic Security (CARES) Act and he cannot apply for unemployment benefits.

Candido soon passed the virus to his wife, which forced both of them to distance themselves from their own children.

"It's not easy because you want to hug and kiss them," he said of his kids. "They ask for it and it's sad because you can't do it."

He said that when it comes to the construction industry, employers should care for their employees. Instead, he says, the responsibility to protect themselves often falls on the workers.

"They aren't giving the tools to protect us," he explained. "They say, 'Bring a mask' but they don't provide masks. The employee has to bring their own mask. The employee needs to come with their own gloves, and that should be provided by them and they don't do it."

His experience is just one of many illustrating COVID-19's disproportionate and growing grip on the Latino community.

In Chattanooga, Tennessee, the latest census shows Latinos make up only about 6% of the population. Yet, 40% of all COVID-19 cases in the city are Latino.

"We knew that the Latinx population would be hit, but we didn't know it would be hit so hard," said Stacy Johnson, the executive director at La Paz Chattanooga, a nonprofit serving a growing Guatemalan and Mexican community.

Local organizations like La Paz have now joined forces to help and support this community.

"From day one when COVID-19 came to Chattanooga, we knew that the Latinx population would be hit," Johnson said. "We knew ... the majority of them were essential workers."

Since the beginning of the pandemic, the calls were already coming in.

"We've gotten lots of calls from ... a wife, for instance, that her husband works in the construction field. She and the children have stayed home," Johnson said. "She's afraid because she knows that her husband is at risk every single day. We have had calls from people in the service industry now that restaurants and hotels are starting to open back up."

Johnson says she knew it was too early when the state began to reopen on April 30, and that local officials made the decision without prioritizing the growing outbreak in the Latino community.

"I don't feel like any of those entities recognize the Latino community wasn't part of the strategy. It wasn't part of the plan," Johnson said. "They only noticed this population subgroup when the numbers increased... Honestly, it was a little too late."

Johnson's group has focused on providing much-needed information on COVID-19 in Spanish -- information she says has been lacking from city and state institutions.

"We feel like language is a huge barrier -- language and culture," she explained. "We made sure that anything that was going out to the community was available in Spanish. We have a large Guatemalan community here and many of them speak a Mayan language. [We're] making sure that even those community members can have access to this really important information."

Johnson says stay-at-home orders have been a challenge, especially for the city's essential workers, who are undocumented and unable to get sick pay. Often, the only support comes from private relief funds donated by organizations like La Paz.

"A large percentage of the Latinx population are not eligible for any sort of government assistance. They're not eligible for the stimulus package," she said. "If we're not able to provide financial assistance to this population, they will continue to work because [no income] is a much bigger challenge than maybe catching the virus."

Dr. Kelly Arnold, who runs Clinica Medicos in Chattanooga, says this pandemic is "like nothing" she's seen in the last 15 years. She is now part of the city's coronavirus task force.

"As a family physician and a community physician, [I'm] really grappling with how do we, beyond the test results, stabilize families inside of such a vulnerable situation," she told "Nightline."

"We know by and large that these active measures of socially distancing, washing your hands, wearing a mask ... those seem simplistic in nature, but [what] if your job and your vitality depends upon being rubbed up against someone's elbows to be on an assembly line or in a kitchen," she said. "Not only that, [but] your employer might not be providing you with adequate [personal protective equipment], then the decision is, 'What do I do for my family?' And most times, people are going to decide to protect your family economically."

Compounding it all, many of Arnold's patients are uninsured and undocumented, meaning they can't get sick pay.

"I realized that when jobs shut down and jobs end, especially [in] the uninsured community, the first thing to go is people taking care of themselves and prioritizing their health care," Arnold said. "That is one of the things that they set aside to save, to keep a roof over their head, to feed their children."

"The weight of that moment is incredible," she added. "'Am I going to be on a ventilator? Am I going to die? We're undocumented. What's going to happen?' All of these ponderings are palpably present in the lives of our patients and we see it every day."

Betty Delgado, a Mexican immigrant, said paid sick leave made it easier for her to stay home and recover after she tested positive for the virus.

Delgado cleans homes for a living. She said her mother works at a chicken processing plant and her father, now retired, babysits her children. She said it only took one person to get sick to force everyone to stop working. It started with her father. Delgado, who says she has diabetes and kidney issues, eventually started feeling symptoms -- first a fever, and then a cough that knocked the wind out of her.

"I was so scared that I would die because every time I coughed I felt like my heart would stop from so much coughing," Delgado said in Spanish. "I lost all my strength."

Delgado and her parents have now recovered from the virus and gone back to work. Still, Delgado says she is far from feeling safe.

"I'm trying to take care of myself now because I don't want to relapse," she said. "I feel safe when I'm in my house, but when I go out to buy food, I don't feel safe because people aren't careful... No one knows who is infected or who isn't."

Despite her fears, Delgado and her mother are back to work. It's a risk for her, but not a choice, for another employee both essential to her family and our country.
This report was featured in the Friday, July 24, 2020, episode of "Start Here," ABC News' daily news podcast. "Start Here" offers a straightforward look at the day's top stories in 20 minutes. Listen for free every weekday on Apple Podcasts, Google Podcasts, Spotify, the ABC News app or wherever you get your podcasts.

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Latinos, many with essential jobs, disproportionately affected by COVID-19

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For years, the highlight of Candido's day has been returning home from work to his wife and children, Caleb and Emma. He has carried the pride of his job as an essential worker in the construction industry. That was until he brought COVID-19 home. "The first symptom was at work.