{"id":15803,"date":"2026-03-13T20:53:58","date_gmt":"2026-03-13T20:53:58","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=15803"},"modified":"2026-07-27T09:28:07","modified_gmt":"2026-07-27T09:28:07","slug":"workplace-advocacy-immigrant-colleagues","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/policies\/workplace-advocacy-immigrant-colleagues\/","title":{"rendered":"Bringing advocacy to the workplace – showing up for immigrant colleagues"},"content":{"rendered":"\n
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by Georgie Williams<\/strong>, DEI Consultant and Gender Identity Specialist<\/p>\n<\/div>\n\n\n\n

In previous articles, we have looked at how to foster belonging in the workplace for refugee and immigrant colleagues. Undoubtedly, these efforts still matter. The anti-immigrant sentiments<\/a> evident in the US deployment of Immigration and Customs Enforcement (ICE) officers, as well as the increase in UK immigration raids<\/a> (77% since Labour came into power), make these inclusive efforts matter more than ever. However, it feels important for those of us in more secure positions \u2014 individuals of white heritage, with citizenship and a decreased risk of hostility from anti-immigration forces \u2014 to recognise where our privilege becomes an essential tool in the push for secure, immigrant-friendly workplaces.<\/p>\n\n\n\n

In this article, we will talk about what direct workplace action looks like \u2014 and move our understanding of inclusion from the performative into the proactive.<\/p>\n\n\n\n

Push for additional mental health services<\/h2>\n\n\n\n

Research suggests a higher risk of mental illness for migrant workers<\/a>. This should not come as a surprise; the constant news cycle is difficult to stomach even when we do not personally feel at risk of persecution. Mental health support is not a fix-all – it does, however, help employees from under-supported communities to manage the impact of discrimination and marginality.<\/p>\n\n\n\n

Like our communities outside of work, effective workplaces require us to recognise our responsibilities to one another and lead with compassion. Even when the world feels less challenging, remaining vigilant against racism and anti-immigrant sentiment is essential.<\/p>\n\n\n\n

If your organisation is in a position to provide health insurance that covers access to talking therapies and other mental health treatments, this should be actively pushed for by employees in positions of influence. For smaller organisations, even providing subsidised access to counselling or online mental health resources can make a difference. Additionally, employees utilising these services must be supported in carving out time for them. Trying to squeeze an hour of therapy into a packed schedule becomes a lot easier with the assistance of proactive and flexible management.<\/p>\n\n\n\n

Check in on employee welfare<\/h2>\n\n\n\n

As line managers, having frank, honest conversations about the current climate around immigration may sound like something people may want to avoid in the workplace. However, pretending these challenges do not exist only makes it harder for direct reports to express their concerns.<\/p>\n\n\n\n

Welfare checks that recognise the challenges faced by immigrants right now provide twofold benefits. First, they signal you as a person of trust \u2014 someone who recognises the current climate and is willing to advocate in their favour. Second, they create an avenue through which you and your affected direct report\/s can discuss any reasonable accommodations and support. For example, if an employee lives in a neighbourhood where they sometimes feel unsafe on their commute \u2014 or care for someone who does \u2014 allowing more flexibility around working from home can make a tremendous difference. Sensitive conversations about how national and international politics affect our work lives are worth the time and practice<\/p>\n\n\n\n

To be securely employed and settled in your country of residence is a privilege. Consider applying the privilege of that security to the ongoing efforts to maintain diverse and equitable workspaces \u2014 and a diverse and equitable country.<\/p>\n\n\n\n

Champion funding drives for immigrant welfare support organisations<\/h2>\n\n\n\n

Given that the majority of us do not work in human rights, there will always be limitations as to what our organisations can do. However, mobilising our workplaces as part of formal funding drives can make a significant difference. Fundraising for immigrant-focused organisations also provides our colleagues with different avenues for providing support; those who cannot donate can help organise and those without the time to organise can donate.<\/p>\n\n\n\n

There are many worthy projects in the world of immigrant and refugee support: for example organisations such as the MICLU<\/a> provide legal support to vulnerable migrant and refugee children. World Refugee Day falls on 20 June every year and is a reasonable date to work towards if you’re looking to fundraise for this cause this year.<\/p>\n\n\n\n

Take a first-aid course<\/h2>\n\n\n\n

Although none of us want to imagine a worst-case scenario where a colleague is put in immediate physical danger, it’s important to be prepared. Many workplaces offer first aid training through organisations such as the British Red Cross and courses can be as short as one day. Your workplace will most likely have a designated qualified first-aider, but there is no downside to having multiple qualified people in place to help those in need, especially if you witness some kind of altercation or assault outside of the workplace. First-aid programmes provide us with a skillset that helps us protect and care for everyone.<\/p>\n\n\n\n

Offer outside-of-work support<\/h2>\n\n\n\n

Last year saw an increase in both racially and religiously motivated hate crimes in the UK<\/a>. The percentage of racially-motivated hate crimes increased specifically because of an increase in “public order” crimes, which includes street harassment. Although immigrants to the UK come from a variety of backgrounds, countries and cultures, anti-immigration sentiment is racist beliefs. As colleagues, there is much we can do for each other in the workplace. But as neighbours and friends, we can do much more.<\/p>\n\n\n\n

There are a few approaches we can take to offering support to immigrant colleagues outside of the workplace. If you live near any of your colleagues, arranging to commute together can bolster the security of individuals who may be at higher risk of street harassment. Arranging social events can also help with feelings of isolation and ostracism. Furthermore, getting involved in more formal community outreach or volunteering alongside your colleagues can create a huge positive impact. However, all of these approaches must be grounded in the comfort of those involved. Put plainly: if your colleague is not interested in shared commutes, post-work socials or shared community outreach, respecting their agency is the top priority. Community support has always been about collaboration and agreed approaches.<\/p>\n\n\n\n

Change is an ongoing commitment, not a quick fix<\/h2>\n\n\n\n

Workplaces are communities. Like our communities outside of work, effective workplaces require us to recognise our responsibilities to one another and lead with compassion. Even when the world feels less challenging, remaining vigilant against racism and anti-immigrant sentiment is essential. To be securely employed and settled in your country of residence is a privilege. Consider applying the privilege of that security to the ongoing efforts to maintain diverse and equitable workspaces – and a diverse and equitable country.<\/p>\n<\/div>\n\n\n\n

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In this resource:<\/p>\n\n\n\n

Push for additional mental health services<\/a><\/p>\n\n\n\n

Check in on employee welfare<\/a><\/p>\n\n\n\n

Champion funding drives for immigrant welfare support organisations<\/a><\/p>\n\n\n\n

Take a first-aid course<\/a><\/p>\n\n\n\n

Offer outside-of-work support<\/a><\/p>\n\n\n\n

Change is an ongoing commitment, not a quick fix<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n

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Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n

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Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n
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Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

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Topics on this page<\/h3>\n\n\n\n
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Immigration<\/a>, <\/span>Policies<\/a><\/div><\/div>\n\n\n\n
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About the author<\/h3>\n\n\n\n
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Georgie Williams<\/strong>
DEI Consultant and Gender Identity Specialist<\/p>\n\n\n\n

Georgie Williams is a professional gender and sexuality consultant and a graduate of the MSc Gender programme at the London School of Economics and Political Science. They specialise in Transgender, Genderqueer, Nonbinary and Intersex research and education and founded the Queer project in 2018 \u2014 a global platform for gender and sexuality research and resources. Georgie lectures and researches from their standpoint as a nonbinary transgender individual.<\/p>\n\n\n\n

Connect with Georgie on\u202fLinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

This article explores how colleagues and managers can move beyond performative inclusion to take practical, everyday action in support of immigrant employees. 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