In honor of National Immigration Day, I wanted to share a bit about my background and why I’m passionate about I-9 compliance.
I was born and raised in the southeast of England and lived in the United Kingdom (UK) for 16 years before my family moved to New Jersey, USA, due to my dad’s job. It was an exciting time, a fresh start that came during a difficult period in my teenage years. We arrived in 2008 on a visa and became permanent green card holders in 2010.
Learning about American culture was fascinating, especially when comparing it to the UK. Still, the transition came with challenges, including culture shock and missing aspects of home. Over time, I adapted, made lifelong friends through college and work, and found my passion for Human Resources while working in retail management, and due to training and onboarding new employees quickly became my favorite part of the job.
In November 2018, I proudly became an American citizen. Having both British and American citizenship has allowed me to connect easily with people from all walks of life and truly appreciate the importance of diversity and inclusion. Every culture brings something unique, and that perspective carries into how I approach my work today.
As my HR career grew, my responsibilities expanded into areas like compliance, training, and employee relations. While studying HR, I discovered how much I enjoyed employment law, especially ensuring companies comply with federal and state regulations. Having witnessed firsthand how organizations sometimes fall short of compliance, particularly with OSHA and the Fair Labor Standards Act (FLSA), I became even more committed to promoting ethical and lawful practices.
One area that especially interests me is I-9 compliance. Many people wonder why I’m so passionate about it, but as a former immigrant who transitioned from visa to permanent resident to dual citizen, I understand the nuances of immigration documentation. Not every non-U.S. citizen has the same legal documents or work authorization. Some have employment restrictions on their Social Security cards; others don’t. Some are temporary workers, while others have permanent status. That’s why it’s critical for HR professionals and employers to understand these differences and handle onboarding with care and accuracy.
In my presentation, “Hiring with Integrity: I-9 & E-Verify Compliance That Builds Trust,” I emphasize how compliance and compassion can go hand in hand. Employers cannot specify which documents an employee should present (except for certain federal or national security positions). When employers are properly trained, stay compliant, and promote a welcoming workplace, they foster trust, teamwork, and inclusivity, while also reducing turnover and risk.
So, in honor of National Immigration Day, and as someone who proudly identifies as both British and American, I encourage employers to:
- Stay current with USCIS guidance.
- Conduct regular internal audits.
- Train HR and hiring staff on I-9 and E-Verify requirements.
- Above all, create a culture rooted in care and inclusion.
Diversity isn’t limited to race or gender, it also includes culture, ethnicity, orientation, abilities, and more. This is why I love compliance, especially I-9. It allows me to blend my background and my values to promote a workplace where compliance and compassion truly coexist.
HR Compliance With Ash 