What to do in an ICE raid is a critical concern for both employees and employers, especially as immigration enforcement becomes more visible in workplaces across the U.S. When ICE agents enter a worksite, it creates confusion, fear, and trauma—not just for undocumented workers, but also for legal residents and U.S. citizens. That’s why every business needs a clear, culturally informed strategy to protect their people and their peace of mind.
This guide offers practical, research-backed tips that leaders can use to prepare for, respond to, and recover from ICE raids. If you want to create a workplace that’s legally compliant and psychologically safe, here’s how to get started.
ICE raids don’t just impact immigration status—they compromise psychological safety, which is essential for team productivity, trust, and well-being. When employees fear raids, it undermines their ability to focus, speak up, or fully engage. According to Gallup, improving psychological safety reduces turnover by 27% and safety incidents by 40%.
Unfortunately, only 1 in 4 leaders creates an environment where employees feel safe enough to express concerns. That’s especially dangerous when emergency protocols are vague or unknown. In moments of chaos, people don’t rise to the occasion—they fall to the level of their preparation. Leaders must step up, not just with compliance, but with compassion and communication.
According to multicultural leadership expert Joycelyn David, here’s what to do in an ICE raid—or better yet, before one ever happens:
Know your workforce: Understand who might be affected. Even green card holders or long-term citizens with accents can feel vulnerable.
Train for cultural competency: Build multicultural intelligence across leadership teams before a crisis hits.
Create multilingual protocols: Communications must be clear, accessible, and culturally appropriate across all languages in your workforce.
Build external partnerships: Establish relationships with local immigrant advocacy groups and legal aid providers now, not later.
Promote real psychological safety: Let employees express fear without fearing job loss. Set the tone early and reinforce it often.
Communicate clearly in real-time: Don’t let rumors fill the void. Speak with empathy and urgency in every employee’s language.
Respect cultural reactions: Don’t misinterpret silence or withdrawal. Cultural norms shape how people respond under stress.
If a raid does occur, David stresses that how a leader responds will define their credibility. Some employees may want to stay at work for stability; others might need time off to contact family or legal help. Offer flexibility, not ultimatums. Provide space to process, but also structure to feel safe again.
And remember: ICE raids don’t just traumatize undocumented workers—they also shake the psychological safety of everyone on your team. When you lead with clarity, empathy, and preparation, you don’t just protect your people—you earn their trust.
Knowing what to do in an ICE raid is part of modern leadership. These moments test your values, your preparedness, and your empathy. The goal isn’t to take a political stance—it’s to build a culture where every employee feels protected and respected, even in the most uncertain moments.
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