From the Boston Tea Party to the George Floyd protests, activism has shaped society’s most pivotal moments throughout history. In recent years, there has been another significant spike in social advocacy across the globe.
But activism is no longer limited to the streets or social platforms. Now, movements have expanded into the workplace.
For HR leaders, this evolving dynamic presents both opportunity and challenge. These teams are now tasked with managing employee expression in a way that safeguards culture, promotes inclusion, and protects the company’s integrity.
This HR 411 article will cover…
- Where the rise of employee activism comes from
- When leaders should draw the line between expression and disruption
- And how to manage the employee voice without silencing it
The Rise of Activism in the Workplace
From climate justice to DEI, employee activism is on the rise again — and it’s not going away any time soon. With the increase in workplace activism, Employees are no longer just workers. Instead, they take on roles as advocates, watchdogs, and allies during their free time and aren’t afraid of voicing their values in or out of the office.
According to the United Way of the National Capital Area, 32% of Gen Z and 24% of millennials actively engage in advocacy outside of work. While these social movements originate outside the workplace, their influence regularly extends into office environments. This could be something as small as wearing or displaying merchandise or as large as organizing an office-wide donation drive.
The major driving force for activism in the modern era is social media platforms like LinkedIn or Instagram, which allow employees to express their personal beliefs and opinions to a wide audience. For example, a software engineer may post on LinkedIn in support of unionizing tech workers, sparking discussions about labor rights under the post. Others may use viral hashtags like #BlackLivesMatter, #MeToo, or #ClimateStrike to show solidarity with global movements.
Regardless of the manner of advocacy, it is important for business leaders to know when to put limitations on employee expression.
Balancing Free Speech With Company Values
While employees may feel entitled to speak freely, free speech doesn’t guarantee freedom from consequences in the workplace. The key question for supervisors is when to draw the line between advocacy and disruption?
While HR leaders are well within their rights to take action when an employee’s behavior disrupts operations, violates core values, or damages the company’s image, a poorly planned approach can create new risks. Suppressing employee speech can erode trust, lower morale, and stifle innovation. It may also lead to legal exposure, particularly in cases involving whistleblower protections or discussions about working conditions protected by the National Labor Relations Act.
That’s why HR departments must clearly define what constitutes protected expression versus disruptive behavior, particularly when it comes to internal activism and social media use. Drawing these lines can reflect the values of the company and the allowed behaviors when it comes to advocacy. The most effective approach is to establish clear, legally compliant boundaries on social media and public expression in the employee handbook.
Supervisors should then go a step further to help employees understand the distinction between personal advocacy and organizational representation without discouraging honest, respectful dialogue.
Curious about specific examples of employee activism and its impact on the workplace? Check out this article for detailed scenarios and guidance.
Managing Activism Without Silencing It
HR leaders should create safe, structured channels for discussion as a way for employees to express themselves without fostering internal conflict. Here are four ways leaders can foster an open environment for activism while still maintaining control.
- Establish safe communication channels for employees to express concerns and advocate for personal causes. Channels like town halls, community boards, or support groups will allow employees to have productive conversations while leaders can monitor the situation and respond constructively.
- Create clear guidelines to limit the confusion around policies and procedures. It is also important to regularly audit these policies to ensure they are still relevant to the constantly changing landscape of social media.
- Empower values-based leadership by connecting social movements with the organization’s mission and values. Companies should encourage leaders at all levels to model inclusive behaviors and support causes that align with the company’s stated values.
- Prepare for conflict by keeping track of trends and external stressors that could cause internal conflict. Managers should also be trained in conflict resolution and inclusive leadership so they can address activism-related tensions skillfully.
At the end of the day, employee activism isn’t something that needs to be avoided. When HR leaders create thoughtful policies and inclusive spaces, it can transform activism into a powerful force for innovation, engagement, and trust.
Sources: United Way
