From Los Angeles to Texas and Florida, U.S. Immigration and Customs Enforcement (ICE) agents have Appear in the enterprise Check for any documented workers and arrest them. Trump wrote on social media postal On Sunday, ICE agents will “do their best to achieve the very important goal of achieving the largest large-scale deportation program in history.”
These efforts give new sense of urgency among business leaders and how they should prepare for the workforce If ice comes knocking. “This week was my conversation with Chros, and it was the first time that the ICE raid was actually coming,” said Kevin Martin, chief research officer and CHRO consultant at the research firm I4CP Research. “If you have the possibility of being raided and not conveying something to my staff, it’s negligent.”
Even if their workplace is unlikely to attract ice’s attention, the latest developments should make bosses consider how these policy changes affect employees – whether employees are simply reading headlines or being affected by immigration, through their friends, family or the entire community.
This is what the communication expert told wealth About how managers should cope with the growing fear of American immigration
Tell employees whether the company has plans if the ice knocks on the door. Some companies have Created a detailed protocol To help guide employees, what to do if immigration agents actually show up at work. In these cases, developing clear policies can help workers feel prepared and anxious. This includes knowing who to notify and where these agents are allowed to go (public space only, not private).
These plans may include providing workers with reminders about their rights. For example, employees do not have to answer direct questions from ICE officials or other government agents about their citizenship, even if they are on the house, they are former legal experts Tell wealth. They also have the right to remain silent and ask for legal representation.
“A training is needed that can be lowered to granular levels,” said Nonnie Shivers, an employment lawyer and shareholder at Ogletree Deakins. “All companies have a responsibility to provide a safe workplace for their employees regardless of culture, which requires a precise understanding of things in real time and a plan of action.”
Internal news is key. Many business leaders are reluctant to speak publicly about ongoing immigration crackdowns across the United States, but communication experts wealth Talk to them that they should still solve problems in their workforce.
“We live in a culture of division, and it’s hard to get out and get involved in politics. But, with that being said, I absolutely think companies need to address the pressures that create in the workplace and acknowledge its existence.”
Admit this is a personal problem for many people. Scott said simply realizing that some people have friends and relatives who fear that being deported could go a long way.
“It can be simple, like saying, ‘It’s a tough time for all of us and we need to focus on taking care of each other,” she told her. wealth. “Remind people that we are all human beings and that many of us will be affected by this no matter what the situation is.”
Provide flexible work arrangements. Recent protests in Los Angeles and subsequent National Guard deployments closed certain areas of the city and resulted in an evening curfew. It is unclear how the protests will take place this summer, but if employees are actually banned, the boss should make plans.
“Every leader now needs a contingency plan, even if certain spaces are closed or office buildings are inaccessible,” said Edward Segal, a crisis management expert and author. Crisis Case Book: Crisis Management Course for Leading Global Brands.
It is proposed to connect employees to legal resources. Although the company leaders should Avoid legal adviceShivers said they could connect employees with external attorneys and provide recommendations to local immigration attorneys, support groups or emergency hotlines. Some companies even provide legal services as company benefits and employees should be reminded. “I think we have to think of all the tools in the toolkit as employers, and that makes people successful,” she said.
Emphasize emotional support systems. Many employees are now feeling anxious and bosses should remind them of any mental health care resources they have available. This includes access to consulting benefits such as getting work, and even employee resource groups, who may keep them talking about their experiences away from management.
“It’s a great time to lean towards employee resource groups, as a safe space where employees can talk about their feelings and share opportunities to get different types of support,” Scott said.
