Each June, Immigrant Heritage Month invites us to reflect on and celebrate the profound impact immigrants have had on shaping our nation’s identity, workforce, and economy. At HR Unlimited Inc., we recognize the month as not just a celebration but also a call to action for employers to foster inclusive, compliant, and equitable workplaces.
America’s immigrant workforce is essential. Immigrants contribute significantly across every industry, from healthcare to technology to public infrastructure, bringing innovation, resilience, and global perspective to the modern workplace. However, as workplace diversity increases, so too must employers’ attention to lawful hiring practices, equity, and regulatory compliance.
Inclusion & Compliance Go Hand in Hand
Immigrant Heritage Month is an ideal time for HR and compliance leaders to examine how their workplace policies align with both their values and federal non-discrimination laws.
Federal protections under Title VII of the Civil Rights Act, Executive Order 14173, Section 503 of the Rehabilitation Act, and VEVRAA (Vietnam Era Veterans’ Readjustment Assistance Act) all prohibit discrimination based on national origin and other protected characteristics.
A Shift in Enforcement: National Origin Discrimination in Focus
In 2025, EEOC Acting Chair Andrea Lucas announced that the agency will prioritize enforcement against unlawful national origin discrimination, specifically where American workers are disadvantaged in favor of foreign workers. This marks a notable shift toward protecting American workers from national origin-based discrimination in the name of equity and economic opportunity.
While immigrant rights remain essential, Lucas made it clear that fairness under the law means employers must not favor or exclude any group based on national origin, regardless of good intentions.
In a message to EEO-1 filers, employers are reminded that using workforce data to make employment decisions based on protected characteristics is a violation of Title VII of the Civil Rights Act. Quotas, workforce balancing, or targeted outcomes based on demographic categories can lead to enforcement actions
Creating Lawful, Inclusive Hiring Practices
In light of increased federal scrutiny and shifting priorities, employers should take time this month to review:
- Job advertisements and hiring criteria for potential bias
- I-9 and E-Verify consistency and documentation
- Any DEI programs that may unintentionally create legal exposure under EO 14173
- National origin-related complaints or barriers to advancement within the organization
Immigrant Heritage Month can serve as a catalyst to evaluate, correct, and strengthen practices that ensure equal opportunity for every qualified worker.
How HR Unlimited Inc. Can Help
Our team partners with federal contractors and private employers to ensure your policies and practices comply with EEOC regulations while still supporting inclusive hiring and workplace equity.