Key Takeaways
• 85% of employers expect DEI policy changes to affect their business under Trump’s administration in 2025.
• 70% of executives expect ICE and DHS enforcement to impact business operations, raising legal and staffing concerns.
• DEI-related lawsuit fears nearly doubled from 24% in 2024 to 45% expected for 2025 among surveyed employers.
Employers throughout the United States 🇺🇸 are facing a fast-changing landscape as the Trump administration rolls out significant policy changes touching both diversity, equity, and inclusion (DEI) and immigration. According to a new Littler survey of about 350 legal and human resources (HR) leaders, companies are worried about what these shifts could mean for their workers, hiring practices, and legal risks. This detailed analysis breaks down the main findings of the survey, what these numbers could mean for businesses, and how changes to immigration and DEI policy may reshape the workplace in 2025 and beyond.
Summary of Key Findings
Drawing on data from the Littler survey and industry reports, several broad patterns emerge:
- 85% of employers believe changes to DEI policy will affect their business under the Trump administration.
- 45% worry about DEI-related lawsuits in 2025, nearly double from 24% who were concerned in the previous year’s survey.
- 75% put immigration policy among their highest concerns.
– 58% expect the Trump administration’s immigration changes to create staffing challenges, especially in industries like manufacturing and hospitality. - 70% of executives expect enforcement actions from ICE and DHS to impact their business.
- Many leaders anticipate worksite raids, audits, and stricter checks of hiring documents, along with longer wait times and higher costs for visas.
- These policy changes could lead to labor shortages in key sectors and may even slow the nation’s economic growth.
Data Sources and Time Period
The statistics and business perspectives cited here come from the Littler survey, which was conducted among legal and HR professionals from various industries. The survey focuses on the opening year of the Trump administration’s latest term and reflects employer expectations for 2025 and beyond. Additional context comes from news analysis, law firms’ reports, and government sources.
Impact of Trump Administration Policies on DEI
Employer Concerns Over DEI Policy Shifts
Almost 85% of businesses believe that changes in federal DEI policy will affect them in the first year of the Trump administration, according to the Littler survey. This is a stark increase in concern when compared with past years.
President Trump signed Executive Order 14151 on his first day back in office. This order tells all federal agencies to eliminate all DEI mandates, policies, programs, and preferences. Another order, EO 14173, cancels many earlier executive actions that promoted DEI and directs the government and private businesses to stop using what the administration calls “illegal discrimination and preferences, including DEI.”
Breakdown of Litigation Worries
Companies are not only dealing with policy changes—they are now much more worried about lawsuits. According to the survey, 45% of respondents are concerned about DEI-related lawsuits for 2025. That’s nearly double the 24% who said the same thing just a year ago. Even higher, 63% reported worry about general claims of discrimination or harassment.
Legal Uncertainty Due to Executive Orders
These executive orders from the Trump administration have led to lots of confusion. Many orders are facing legal challenges. Critics argue that these orders are too vague, might violate the right to free speech, or were not issued according to proper law. Some parts of these orders have already been blocked by courts.
Visual Representation
Imagine a bar chart (not shown here) where the largest bar would be for “Employers expecting DEI changes to impact business: 85%.” Smaller bars would represent the percentage worried about DEI lawsuits in 2025 (45%) and those worried the prior year (24%). Another segment would show the even higher percentage concerned about discrimination/harassment claims (63%). This visual would make clear how much employer fear has grown.
What These Changes Could Mean
If DEI programs are cut or heavily changed, companies may have a harder time recruiting a diverse workforce and building an environment of fairness and equal opportunity. It could also force companies to revisit their own hiring and training approaches. The threat of lawsuits puts even more pressure on HR departments to stay informed and careful in every decision related to DEI.
Trump Administration Immigration Changes Create Employer Worries
Major Immigration Concerns Surface
Immigration policies are another top worry. Three out of four executives put immigration among their biggest issues, the Littler survey shows. Most worry about staffing shortages, higher costs, and tougher government checks in the coming year.
Staffing Worries in Key Industries
A majority—58%—of employers say they are worried the administration’s policies will cause staffing challenges. Manufacturing and hospitality companies are especially likely to feel these effects, as they often rely on immigrant workers for many core jobs.
The survey gives a closer breakdown:
- 32% of organizations are “slightly concerned” about having enough workers.
- 20% are “moderately concerned.”
- 6% are “very concerned.”
- Only 42% say they have “no concern at all” about these immigration policy changes.
Enforcement Actions Expected to Intensify
Over two-thirds (70%) of executives expect that immigration enforcement from ICE (Immigration and Customs Enforcement) and DHS (Department of Homeland Security) will have either a large or moderate impact on their businesses in the next year.
Reversal of Remote I-9 Changes and More Scrutiny
Since the pandemic, the federal government has allowed some flexibility with the I-9 form—the required document for verifying employees’ right to work in the United States 🇺🇸. Many employers think these flexibilities might get rolled back.
The Trump administration’s plans include:
- More worksite raids and audits to find and remove undocumented workers.
- Possible removal of I-9 changes that helped companies keep up with remote work.
- More delays and increased costs for companies that depend on foreign workers, with extra scrutiny on applications for essential roles.
- More audits of how employers handle and store Form I-9 documents.
Direct Advice for Employers
Jorge Lopez, an expert on immigration and employment issues at Littler, advises employers: “With the expected uptick in worksite enforcement, it is important for employers to proactively conduct reviews to check that I-9 forms are up to date, that they know where they’re located, and that there is a crisis management team in place in the event of a site visit from ICE or another government agency.”
To help with compliance, employers should refer to the official USCIS I-9 Central website, which provides clear instructions on completing and maintaining Form I-9s. Staying organized and prepared for audits or raids will be more important than ever.
Visual Representation of Employer Concerns
A pie chart could show how employer concerns break down:
- “No concern at all”: 42%
- “Slightly concerned”: 32%
- “Moderately concerned”: 20%
- “Very concerned”: 6%
A line graph could display the increasing percentage of executives expecting enforcement actions to impact their business, moving from previous years up to 70% for the coming year.
Visa Processing and Retention Challenges
Employers are also bracing for:
- Longer waits and higher fees for work visas.
- Extra hurdles to keep essential foreign workers.
- Increased risk that workers may leave due to delays or inability to renew visas.
These issues add both time and costs, making workforce planning and budgeting harder, especially for industries dependent on global talent.
Economic Effects and Labor Market Gaps
Sectors Most at Risk
The Littler survey and related analysis warn that health care, construction, elder care, agriculture, and food processing could be hit especially hard by reduced immigration. These sectors already struggle to find enough workers and often depend on immigrant labor to fill tough, necessary jobs.
Broader Economic Impact
Cutting immigration could slow economic growth. If fewer workers are available, companies might have to scale back, delay projects, or lower the quality of their services. Fewer workers could also mean less spending in the local economy.
The administration says there’s “no shortage of American minds and hands to grow our labor force.” However, many business leaders remain worried. They point out that when residents with deep roots in the United States 🇺🇸 lose family members to deportation, the effect can ripple through communities and shrink the available workforce even more.
What Happens if the Economy Shifts?
Should the United States 🇺🇸 slip into a recession, as some experts fear could happen, some effects of reduced immigration might be muted by fewer overall job openings. However, certain fields—especially those tied to healthcare or essential services—almost never shrink, and the need for reliable workers will remain high no matter the broader economy.
Implications for Employers
Navigating Legal Uncertainties and Enforcement
Given the high risk of government audits and legal action, many companies are taking steps to:
- Review and strengthen their HR policies.
- Teach staff about proper document handling and anti-discrimination laws.
- Set up crisis response plans in case ICE visits the workplace.
- Stay in close touch with legal counsel to track ongoing court challenges to the administration’s executive orders.
Long-Term Planning
As reported by VisaVerge.com, the current uncertainty could drive more employers to rethink where and how they source talent. Businesses may consider:
- Investing in training programs to build talent from within.
- Looking at automation or new technology where staffing is expected to remain tight.
- Deciding whether to scale back DEI programs or redesign them to remain in legal compliance.
Supporting Affected Employees
With heightened risks of raids, visa delays, and potential family separations, employers are likely to focus more on supporting both their foreign and American worker communities. Keeping communication open and having a clear plan for staff support is key.
Comparison to Previous Years
Compared to recent past years, employer worry about DEI and immigration policy has shot up. The Littler survey’s findings—where 85% fear a DEI policy impact and 75% put immigration disruptions among their main worries—contrast sharply with calmer numbers in prior surveys.
The doubling in DEI litigation concern (up from 24% to 45%) is especially notable. This shift suggests that legal risk is now one of the top drivers of business planning.
Limitations of the Current Data
The Littler survey gives a strong employer perspective, but it is worth noting:
- Responses are limited to about 350 legal and HR leaders—not all industries or regions are equally represented.
- The survey measures sentiment and expectations, not actual outcomes, since the policies are still new and some are tied up in court.
- Rapid changes in policy enforcement or economic conditions could shift outcomes quickly.
Methodology
The data discussed comes mainly from Littler’s yearly employer survey, which asked legal and HR professionals from many industries about their expectations for 2025 in relation to both DEI and immigration policy changes under the Trump administration. Additional context came from news analysis and reports published by labor law and employment experts.
Conclusion and Outlook
With such a high number of employers expecting challenges linked to both immigration and DEI shifts under the Trump administration, it is clear that the U.S. workplace may look very different in the years ahead. Rising fears of lawsuits, possible labor shortages, and added costs have forced employers to rethink their hiring, training, and compliance strategies.
Keeping up-to-date with changes—such as the latest on Form I-9 processes—will be crucial for businesses that want to stay compliant and competitive. Legal challenges to the new executive orders add further uncertainty, making preparation and flexibility more important than ever.
While some effects will not be fully visible until later, the Littler survey results suggest that staying alert and adaptable will be essential for any U.S. employer dealing with DEI or immigration policy changes in 2025.
Learn Today
DEI (Diversity, Equity, and Inclusion) → Refers to organizational programs and policies aimed at promoting equal opportunity and diverse workforces.
Executive Order → A directive from the President that manages operations of the federal government and impacts law or policy.
I-9 Form → A federal document employers must use to verify an employee’s identity and eligibility to work in the U.S.
ICE (Immigration and Customs Enforcement) → A U.S. government agency responsible for immigration enforcement and worksite compliance activities.
Litigation → The process of taking legal action or being involved in lawsuits, especially concerning workplace or policy disputes.
This Article in a Nutshell
A Littler survey reveals sharp employer anxiety over Trump administration changes to DEI and immigration policies. With 85% anticipating DEI impacts and 75% citing immigration concerns, businesses foresee legal risks, staffing challenges, and higher costs. Proactive compliance, staff support, and flexible policies will be vital for U.S. employers in 2025.
— By VisaVerge.com
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