HB3627 amends the Illinois Uniform Racial Classification Act to expand the list of racial or ethnic categories that state agencies must use when they are required by law to compile or report statistical data. In addition to the existing categories such as White, Black or African American, Asian, Hispanic or Latino, and Middle Eastern or North African, the bill adds “Asiatic or Moorish” as a required classification. The bill applies broadly to state agencies’ statistical reporting obligations, unless federal law or regulation requires a different approach.
The bill also includes a delayed implementation for workforce and hiring data. State agencies would not be required to use the newly added classification for reporting workforce or hiring data until after July 1, 2026. The text references an earlier classification added by the 103rd General Assembly and distinguishes the new category as an additional update to the state’s standardized racial reporting framework.
Impact
If enacted, HB3627 would amend 20 ILCS 50/5 and change how Illinois state agencies collect and report demographic data under the Uniform Racial Classification Act. It would require agencies to include “Asiatic or Moorish” in racial or ethnic statistical reporting categories, affecting state data systems, forms, and reporting practices. The bill would also create a temporary exception for workforce and hiring reports, delaying compliance for those datasets until after July 1, 2026.
Sentiment
No committee transcripts or recorded votes were provided, so there is no direct evidence of legislative debate or formal support/opposition in the available materials. Based on the bill text alone, the measure appears technical and administrative in nature, focused on standardizing racial classification categories for state reporting rather than changing substantive rights or benefits.
Contention
The main point of potential contention is the addition of “Asiatic or Moorish” as a state-recognized classification, which may raise questions about terminology, data standardization, and whether the category aligns with existing state and federal reporting frameworks. Another possible issue is the delayed effective use for workforce and hiring data, suggesting implementation concerns for agencies that would need time to update systems and procedures. No specific opposing or supporting stakeholders are identified in the provided record.