1. How do undocumented immigrants or DACA recipients become social and community service managers?

Undocumented immigrants or DACA recipients can become social and community service managers through a few different paths:

1. Education and Training: Many social and community service manager positions require at least a bachelor’s degree in a related field such as social work, public administration, or nonprofit management. Undocumented immigrants or DACA recipients can pursue these degrees by attending a university that does not require proof of citizenship or participating in online programs.

2. Gain Experience: While education is important, experience is also highly valued in the field of social and community service management. Undocumented immigrants or DACA recipients can gain experience by volunteering with community organizations, interning with nonprofit organizations, or working in entry-level positions within the field.

3. Network: Building relationships with professionals in the field can also open doors for undocumented immigrants or DACA recipients to become social and community service managers. Attending networking events, connecting with professionals on LinkedIn, and joining professional organizations can all be helpful ways to build connections.

4. Seek Out Organizations That Support Immigration Rights: There are many organizations that prioritize hiring individuals who are passionate about supporting immigrant rights and advocating for undocumented communities. Joining an organization like this could provide opportunities for advancement into a managerial role.

It’s important to note that being undocumented or having DACA status may present certain challenges in the job search process, such as limited job opportunities due to work permit restrictions. However, by pursuing education, gaining experience, networking, and seeking out organizations that support immigration rights, undocumented immigrants and DACA recipients can increase their chances of becoming successful social and community service managers.

2. Can an undocumented immigrant or DACA recipient hold a leadership role in a social and community service organization?

There are no laws specifically prohibiting undocumented immigrants or DACA recipients from holding a leadership role in a social and community service organization. However, they may face challenges due to their immigration status, such as difficulty obtaining employment authorization or concerns about the potential negative impact on the organization if their immigration status were to become known. Ultimately, it would be up to the organization to decide if they are comfortable with an undocumented immigrant or DACA recipient holding a leadership role.

3. What obstacles do undocumented immigrants or DACA recipients face in becoming social and community service managers?

There are several obstacles that undocumented immigrants or DACA recipients may face in becoming social and community service managers, including:

1. Limited access to education and training: Undocumented immigrants or DACA recipients may face barriers in accessing higher education or professional training due to their legal status. This can limit their ability to acquire the necessary skills and knowledge for a managerial position.

2. Employment restrictions: Many social and community service management positions require applicants to be authorized to work in the United States, which can be a challenge for undocumented immigrants or DACA recipients who do not have work permits.

3. Discrimination and bias: Some employers or organizations may discriminate against individuals based on their immigration status, making it harder for undocumented immigrants or DACA recipients to find job opportunities in this field.

4. Limited networking opportunities: Building a strong network is crucial for career advancement in any field, but undocumented immigrants or DACA recipients may have limited networking opportunities due to their legal status. This can make it challenging to learn about job openings and connect with potential employers.

5. Uncertainty of legal status: The constant uncertainty of one’s legal status can create stress and hinder professional development. DACA recipients, in particular, may have concerns about the program’s future, which can affect their ability to focus on career growth.

6. Limited economic resources: Undocumented immigrants or DACA recipients may experience financial insecurity due to being unable to access certain jobs or government benefits that could help them afford further education or training needed for management positions.

7. Language barriers: For individuals who are not fluent in English, language barriers can present a significant obstacle in obtaining leadership positions where effective communication is important.

8. Limited opportunities for advancement: Even if undocumented immigrants or DACA recipients are able to obtain entry-level positions in social and community service organizations, they may face challenges trying to advance into management roles due to factors such as discrimination, limited access to resources, and lack of opportunities for career development within the organization.

4. Are there any specific skills or qualifications required for an undocumented immigrant or DACA recipient to become a social and community service manager?

Yes, there are several skills and qualifications that are typically required for a person to become a social and community service manager, including:

1. Education and experience: Most employers prefer candidates with at least a bachelor’s degree in a related field such as social work, psychology, or sociology. Relevant work experience in the nonprofit sector or community organizing is also often required.

2. Knowledge of social and community issues: Social and community service managers need to have a deep understanding of the issues affecting their communities, including poverty, healthcare disparities, immigration policies, etc.

3. Leadership and management skills: As managers, these individuals should have strong leadership skills to effectively lead teams and manage resources.

4. Communication skills: Effective communication is essential for social and community service managers to collaborate and communicate with diverse stakeholders, including clients, volunteers, government officials, and funders.

5. Organizational skills: This role requires coordinating multiple projects and tasks simultaneously; organization skills are essential to keep everything running smoothly.

6. Cultural competence: For undocumented immigrants or DACA recipients specifically, having empathy and understanding of different cultural backgrounds is crucial when working with diverse communities.

7. Bilingualism: In many cases, being bilingual can be an asset when working with immigrant communities who may not speak English as their first language.

It’s also important to note that the specific requirements for this role may vary depending on the organization or agency hiring for the position. It is always recommended to review job postings carefully for any specific qualifications or requirements regarding citizenship status.

5. How do social and community service organizations handle the legal status of their employees who are undocumented or DACA recipients?

Social and community service organizations must comply with federal and state employment laws when hiring and employing undocumented or DACA recipients. This includes verifying the employment eligibility of each employee through the completion of an I-9 form, which requires employees to present valid documentation proving their identity and work authorization.

If an employee is unable to provide valid documentation due to their immigration status, the organization cannot discriminate against them based on that status. However, they may need to provide alternative accommodations if the individual is not authorized to work in the United States.

In some cases, organizations may be able to sponsor undocumented or DACA recipients for certain work visas, such as the U visa for victims of crime or the T visa for victims of human trafficking.

Organizations should also ensure that they do not engage in any practices that could be considered discriminatory towards employees based on their immigration status. This can include avoiding inquiries about an employee’s immigration status unless it is required by law.

It is important for social and community service organizations to stay up-to-date on any changes in immigration policies that may impact their employees. They should also consult with an experienced immigration attorney if they have any questions or concerns about the legal status of their employees.

6. Do undocumented immigrants or DACA recipients receive equal pay as other employees in the same position in social and community service organizations?

It is difficult to say definitively as the regulations and policies vary by organization. In some cases, undocumented immigrants and DACA recipients may be paid equal wages for the same position, but in other cases they may be denied employment altogether due to their immigration status. Additionally, some organizations may have policies in place that protect and support workers regardless of their immigration status. It is important for individuals to research the specific policies of social and community service organizations they are interested in working for.

7. What support systems are available for undocumented immigrants or DACA recipients pursuing a career in social and community services management?

There are several support systems available for undocumented immigrants and DACA recipients pursuing a career in social and community services management. Here are a few examples:

1. Nonprofit Organizations: There are many nonprofit organizations that offer resources, mentorship programs, and networking opportunities for undocumented immigrants and DACA recipients interested in social and community services management. Some examples include the National Association of Latino Community Asset Builders (NALCAB), DreamActivist, United We Dream, and Immigrants Rising.

2. Scholarships and Financial Aid: There are various scholarship programs available specifically for undocumented students pursuing degrees in social work or nonprofit management. Some examples include TheDream.US, Golden Door Scholars, My Undocumented Life, and UndocuBlack Network.

3. Educational Institutions with Supportive Policies: Many educational institutions have implemented supportive policies for undocumented students, such as offering in-state tuition rates or providing financial aid regardless of immigration status. These institutions may also have designated resources or offices to assist undocumented students in their academic and career pursuits.

4. Professional Associations: Joining professional associations such as the National Association of Social Workers (NASW) or the American Society for Public Administration (ASPA) can provide opportunities to network with professionals in the field and access resources tailored to the needs of undocumented immigrants and DACA recipients.

5. Legal Services: It’s important for undocumented immigrants and DACA recipients to have access to legal services when navigating their careers. Organizations like Immigrant Legal Resource Center offer trainings, resources, and advocacy support for immigrant communities.

6. Mentoring Programs: There are mentoring programs designed specifically for undocumented immigrants and DACA recipients interested in pursuing careers in social services management. For example, the Undocumented Management Fellowship Program helps connect mentees with established professionals who provide guidance on career development strategies.

7.Mental Health Resources: Pursuing a career can be stressful at times,and it is important for undocumented immigrants and DACA recipients to prioritize self-care by accessing mental health resources. Some examples include online platforms like Talkspace, which offers affordable therapy sessions, and nonprofit organizations like The Emotional PPE Project that provide free mental health services to undocumented immigrants and their families.

8. Can an undocumented immigrant or DACA recipient start their own non-profit organization dedicated to serving their community?

Yes, an undocumented immigrant or DACA recipient can start their own non-profit organization, as long as they meet the legal requirements for forming a non-profit. The individual would need to register their organization with the appropriate state agency and ensure that it is in compliance with all applicable laws and regulations. They would also need to establish a board of directors and follow all necessary steps to obtain tax-exempt status from the IRS. Additionally, they may face certain challenges such as limited access to funding and resources, but there is no legal barrier preventing them from creating and running a non-profit dedicated to serving their community.

9. Is it necessary for an undocumented immigrant or DACA recipient to disclose their legal status when applying for a job as a social and community service manager?

No, it is not necessary for an undocumented immigrant or DACA recipient to disclose their legal status when applying for a job as a social and community service manager. Employers are prohibited by law from discriminating against applicants based on their immigration status, and disclosing this information may put the applicant at risk of being denied the job unfairly. It is important to note that while these individuals may face limitations in terms of employment opportunities, they still have valuable skills and experience that make them qualified for the position. It is up to the individual’s discretion if they wish to disclose their legal status during the application process.

10. Are there any limitations on what types of projects an undocumented immigrant or DACA recipient can lead as a social and community service manager?

There are no specific limitations on what types of projects an undocumented immigrant or DACA recipient can lead as a social and community service manager. However, there may be restrictions based on documentation status and eligibility for certain government-funded programs or grants. It is crucial for undocumented immigrants and DACA recipients to carefully research and understand the funding requirements for any projects they plan to lead, as well as consult with legal counsel if necessary.

11. How do laws regarding employment eligibility affect the hiring process for social and community service managers who are also undocumented immigrants or DACA recipients?

The hiring process for social and community service managers who are also undocumented immigrants or DACA recipients may be affected by laws regarding employment eligibility in different ways. Some of the possible implications include:

1. Limited job opportunities: Many employers have policies that require employees to be authorized to work in the United States, which could limit the job opportunities for undocumented immigrants or DACA recipients who do not have a valid work permit.

2. Discrimination: Employers may be concerned about potential fines and penalties for hiring individuals who are not eligible to work in the U.S., leading them to discriminate against applicants who are undocumented or have temporary legal status through DACA.

3. Verification requirements: Employers are required by law to verify the employment eligibility of all new hires, which involves completing the Form I-9 and verifying documents provided by the employee. This process can become more complicated when dealing with individuals who have unique immigration statuses, potentially leading to delays or errors in the hiring process.

4. Impact on funding: Social and community service organizations that receive government funding may be subject to additional rules and regulations related to employment eligibility, potentially affecting their ability to hire undocumented immigrants or DACA recipients.

5. Confidentiality concerns: Undocumented immigrants or DACA recipients may be hesitant to disclose their legal status during the hiring process due to confidentiality concerns, which could lead to difficulties in verifying their work authorization status.

It is important for social and community service managers who are also undocumented immigrants or DACA recipients to fully understand their rights and any potential barriers they may face during the hiring process. Seeking guidance from a legal professional can help navigate these challenges and ensure compliance with relevant laws while pursuing job opportunities in this field.

12. Are there any restrictions on receiving funding from federal agencies for programs led by an undocumented immigrant or DACA recipient as a social and community service manager?

There are no specific restrictions on receiving federal funding for programs led by undocumented immigrants or DACA recipients. However, there may be restrictions for certain types of federal grants or programs that require proof of citizenship or legal immigration status of the grantee. Additionally, some federal agencies may have policies in place regarding hiring undocumented immigrants or DACA recipients for certain positions within their organization. It is important to review the guidelines and eligibility requirements of each grant or program before applying for funding.

13. What steps can be taken by organizations to provide equal opportunities for advancement to all employees, regardless of their immigration status, including those in leadership positions such as social and community service managers?

1. Educate all employees about their rights: All employees, regardless of their immigration status, should be educated about their rights in the workplace. This includes knowing and understanding relevant state and federal labor laws that protect workers from discrimination based on factors such as immigration status.

2. Implement policies against discrimination: Organizations should have clear policies in place that prohibit discrimination based on immigration status. These policies should be communicated to all employees and strictly enforced.

3. Provide equal access to training and development opportunities: In order to advance in their careers, employees need access to training and development opportunities. Organizations should ensure that these opportunities are available and accessible to all employees, regardless of their immigration status.

4. Promote a culture of diversity and inclusion: Managers should promote a culture of diversity and inclusion within the organization by celebrating different backgrounds and experiences. This can help create a more welcoming environment for immigrants and other diverse populations.

5. Offer language support: Many immigrants may face language barriers in the workplace which can hinder their ability to advance in their careers. Employers can provide language support services such as translation or interpretation to make sure all employees have equal access to information and communication.

6. Provide flexible work arrangements: Many immigrants may face challenges due to legal restrictions or family obligations that limit their ability to work traditional hours or take on additional responsibilities outside of work. Employers can offer flexible work arrangements such as remote work options or flexible schedules to accommodate these needs.

7. Create leadership programs for diverse populations: Organizations can develop leadership programs specifically tailored for immigrants and other underrepresented groups within the organization. These programs can provide the necessary skills, mentorship, and networking opportunities for individuals to advance into leadership positions.

8. Establish mentoring programs: Mentoring programs can pair immigrant employees with experienced managers who can provide guidance, support, and career advice. This can help foster career growth and development for individuals regardless of their immigration status.

9. Conduct fair and inclusive performance evaluations: Organizations should ensure that their performance evaluation process is fair and unbiased towards all employees, regardless of their immigration status. This includes providing constructive feedback, recognizing achievements, and setting clear goals for career advancement.

10. Address biases and stereotypes: Managers should be trained to recognize and address any biases or stereotypes they may hold towards immigrants or other diverse populations. This can improve overall workplace culture and create a more inclusive environment for all employees.

11. Partner with immigrant-serving organizations: Employers can partner with local immigrant-serving organizations to better understand the unique challenges that immigrant employees may face and to access resources that can support their professional growth and development.

12. Encourage employee engagement: Employers should encourage all employees to get involved in the organization through activities such as volunteering, joining committees, or participating in social events. This can promote a sense of belonging and increase opportunities for networking and career advancement.

13. Regularly review policies and practices: Employers should regularly review their policies, practices, and procedures to ensure they are promoting diversity, equity, and inclusion within the organization. Any barriers or inequities identified should be addressed promptly to provide equal opportunities for all employees to advance in their careers.

14. Can an employer terminate the employment of an undocumented immigrant or DACA recipient without legal repercussions under current immigration laws?

It depends on the specific circumstances and the laws in your country. In some countries, it may be illegal for an employer to knowingly hire or continue employing undocumented immigrants. In this case, terminating the employment of an undocumented immigrant may be necessary for an employer to avoid legal repercussions. However, in other countries, there may be protections in place for undocumented immigrants or DACA recipients that prevent employers from terminating their employment solely based on their immigration status. It is important to consult with an attorney and understand the laws and regulations in your specific location before taking any action against an undocumented immigrant or DACA recipient employee.

15. Does being an active member of the Deferred Action for Childhood Arrivals (DACA) program affect someone’s chances of becoming a social and community service manager?

No, being an active member of the DACA program should not affect someone’s chances of becoming a social and community service manager. DACA recipients have the same rights and protections as any other individual in the United States, and their status should not be a barrier to pursuing any career or educational opportunities. It is important for all individuals to be judged based on their qualifications, skills, and experiences rather than their immigration status.

16. Are there any special programs or initiatives that support undocumented immigrants or DACA recipients in their pursuit of a career in social and community services management?

There are some organizations and programs that offer support to undocumented immigrants or DACA recipients who are pursuing a career in social and community services management. These include:

1. The Dream.US provides scholarships to undocumented students, including those with DACA, who are pursuing a degree in social work or a related field.

2. United We Dream offers resources and support for undocumented youth, including career development opportunities in the social services sector.

3. School-based organizations such as the Immigration Advocacy & Support Center (IASC) at UC San Diego provide resources and mentorship for undocumented and DACA students interested in careers in social services.

4. Chicago’s Resiliently Living has organized the “DACAmented Social Worker Project,” which aims to train and support immigrant students with DACA status as they pursue careers in social work.

5. The National Association of Social Workers (NASW) offers resources and advocacy efforts focused on supporting immigration policies that protect the rights of undocumented individuals.

Additionally, many universities now have specific resources and support systems in place for students who are undocumented or have DACA status, including mentorship programs, financial aid opportunities, and tailored career development workshops. It is recommended to research individual schools or organizations for specific initiatives available to support undocumented immigrants or DACA recipients pursuing careers in social and community services management.

17. How does the political climate surrounding immigration policies affect the job prospects for undocumented immigrants or DACA recipients in social and community services management?

The political climate surrounding immigration policies can greatly affect the job prospects for undocumented immigrants or DACA recipients in social and community services management. This is due to the fact that these individuals may face barriers in obtaining work authorization or may be at risk of deportation, which can hinder their ability to secure employment in this field.

One major impact is on the ability of these individuals to obtain professional licenses and certifications, which are often required for management positions in social and community services. In some states, undocumented immigrants or DACA recipients may not be eligible for professional licenses, making it difficult for them to advance into higher-level positions within the industry.

Furthermore, the fear and uncertainty surrounding immigration policies can also discourage employers from hiring individuals who are undocumented or have temporary legal status. Employers may be hesitant to offer job opportunities that require long-term commitment if they are unsure about an employee’s ability to remain in the country legally.

Additionally, changes in immigration policies can lead to funding cuts or changes in eligibility requirements for government-funded programs that provide services to marginalized communities. This can directly impact both immigrants and those who work with them, as fewer resources may be available for organizations and agencies providing essential services.

Overall, the hostility towards immigration and stricter policies can create a challenging environment for undocumented immigrants and DACA recipients seeking employment opportunities in social and community services management. It reinforces systemic barriers and discrimination that limit their access to stable and fulfilling job prospects.

18. What steps can be taken to ensure the safety and protection of undocumented immigrants or DACA recipients who are hired as social and community service managers, particularly when working with vulnerable communities?

1. Offer cultural competency training: Employers should provide training and education on cultural awareness and sensitivity to all employees, including managers. This will help to create a more inclusive and supportive work environment for undocumented and DACA recipients.

2. Develop policies against discrimination: Employers should have clear policies in place that prohibit discrimination based on citizenship status. These policies should be communicated to all employees, and any violations should be addressed promptly.

3. Ensure confidentiality: It is crucial to protect the privacy of undocumented immigrants and DACA recipients in the workplace. Employers should ensure that only necessary individuals have access to sensitive personal information, such as immigration status.

4. Provide resources for legal assistance: Employers can support their employees by offering resources for legal assistance or connecting them with legal service providers who specialize in supporting undocumented individuals.

5. Create a safe reporting system: Employers should establish a safe and confidential system for employees to report any instances of harassment or discrimination. This can include a hotline or designated HR representative who is trained to handle these issues sensitively.

6. Collaborate with community organizations: Partnering with local immigrant rights organizations can be beneficial in providing resources and support for undocumented employees. These organizations may also offer guidance on best practices for creating a safe and inclusive workplace.

7. Communicate about rights and responsibilities: Employers need to educate their employees about their rights, including the right to work regardless of citizenship status, as well as their responsibilities as employees, such as following workplace safety regulations.

8. Offer mental health support: The current political climate surrounding immigration can be particularly stressful for undocumented individuals and DACA recipients. Therefore, it’s essential for employers to provide mental health resources or referrals for emotional support when needed.

9 . Encourage open communication: Managers can foster a supportive workplace by encouraging open communication between colleagues about different backgrounds and experiences. This can help create an inclusive culture where everyone feels valued and respected.

10 . Stay informed of changing laws and policies: Employers should stay updated on any changes in immigration laws and policies that may affect their employees. This will allow them to take necessary actions to protect their employees’ rights and safety.

11. Offer flexible work arrangements: Undocumented immigrants and DACA recipients may face unique challenges that require flexibility in the workplace. Employers can consider offering flexible work arrangements, such as telecommuting or alternative hours, to accommodate their needs.

12. Provide financial assistance: Some employers may offer tuition reimbursement or scholarship programs for employees pursuing citizenship or legal residency. This can help alleviate the financial burden for undocumented individuals seeking legal status.

13. Have a plan in case of ICE raids: It is important for employers to have a plan in place in case of ICE (Immigration and Customs Enforcement) raids at the workplace. This can include having a designated person to communicate with law enforcement, providing resources for legal representation, and protecting sensitive information from being taken.

14. Monitor workplace culture: Managers should regularly monitor the workplace culture for any signs of discrimination or harassment towards undocumented immigrants or DACA recipients. If issues are identified, employers should address them promptly.

15. Encourage diversity and inclusivity: Employers should actively promote diversity and inclusivity at all levels of the organization. This can include hiring practices, diversity training, and creating a diverse leadership team.

16. Provide opportunities for advancement: Employers should provide equal opportunities for career advancement for all employees regardless of citizenship status. This will help foster a sense of belonging and loyalty among all staff members.

17 . Connect with local government agencies: Building relationships with city officials who support immigrant rights can be helpful in providing resources and protection for undocumented employees.

18 . Advocate for immigration reform: Finally, employers can advocate for immigration reform that supports undocumented individuals and DACA recipients’ rights to work without fear of deportation or discrimination. This could include reaching out to lawmakers, signing petitions, or participating in rallies and protests.

19. Are there any support systems available for undocumented immigrants or DACA recipients who face discrimination or harassment based on their legal status while working as social and community service managers?

Yes, there are several organizations and resources available to support undocumented immigrants and DACA recipients who face discrimination or harassment while working as social and community service managers.

1. The National Immigration Law Center (NILC) provides legal support and resources for undocumented immigrants and DACA recipients facing discrimination in the workplace. They also have a hotline that individuals can call for support: 1-888-624-4752.

2. United We Dream is a national organization dedicated to advocating for the rights of immigrant communities, including undocumented individuals and DACA recipients. They provide various resources, including legal support and advocacy training.

3. UndocuBlack Network is an organization that specifically focuses on supporting undocumented Black individuals. They offer resources, advocacy, and organizing opportunities for Black undocumented individuals who may face discrimination or harassment in the workplace.

4. Informed Immigrant is a resource hub that provides information and links to various organizations and resources for undocumented immigrants and DACA recipients. They also have a section specifically dedicated to workplace protections.

5. The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that prohibit employment discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. If you experience discrimination or harassment at work based on your legal status, you can file a complaint with the EEOC.

In addition to these organizations and resources, it is important to reach out to trusted colleagues or human resources representatives within your organization for support if you face discrimination or harassment based on your legal status while working as a social and community service manager.

20. How can society recognize and appreciate the contributions of undocumented immigrants or DACA recipients who hold leadership roles in social and community service organizations?

1. Highlight their stories: Share the stories of undocumented immigrants and DACA recipients who have succeeded in leadership roles in social and community service organizations. This can increase awareness and inspire others to recognize and appreciate their contributions.

2. Public recognition: Recognize and publicly acknowledge the contributions of undocumented immigrants and DACA recipients in leadership positions through events, awards, or media coverage. This can help break negative stereotypes and promote understanding and appreciation for their efforts.

3. Collaborate with them: Partner with undocumented immigrants and DACA recipients in social and community service projects to showcase their skills, talents, and commitment to serving others. This can demonstrate their value and importance to society.

4. Celebrate diverse leadership: Encourage diversity in leadership roles by celebrating the contributions of individuals from different backgrounds, including undocumented immigrants and DACA recipients. This can demonstrate the strength that comes from diverse perspectives.

5. Provide support: Offer support, resources, and opportunities for networking to undocumented immigrants and DACA recipients in leadership positions. This can help them thrive in their roles and recognize their value within the organization.

6. Educate others: Educate members of society about the challenges faced by undocumented immigrants and DACA recipients, including barriers to obtaining leadership positions, so they can better appreciate the accomplishments of those who have overcome these hurdles.

7. Engage with immigrant communities: Reach out directly to immigrant communities through cultural events or outreach programs to engage with those who hold leadership roles in social and community service organizations. This can help build relationships based on mutual respect.

8. Emphasize the positive impact: Highlight the positive impact that undocumented immigrants have had on social and community service organizations through their leadership roles.This can show how they are contributing positively to society despite facing significant challenges.

9. Support immigration reform: Advocate for immigration reform that provides a pathway to citizenship for undocumented immigrants, including those who hold leadership positions in social and community service organizations.This can recognize their contributions while also promoting social justice.

10. Foster a welcoming and inclusive environment: Create a welcoming and inclusive environment in social and community service organizations that values the contributions of all individuals, regardless of their immigration status. This can help undocumented immigrants and DACA recipients feel appreciated and supported.