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 a significant spike in social advocacy across the globe and personal activism movements have expanded into the workplace.
Now, 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.
For C-suite leaders, this evolving dynamic presents both opportunity and challenge. Navigating employee activism and free speech requires a thoughtful yet direct approach that doesn’t stifle employee’s rights.
This C-Suite 411 article will cover…
- The rise in employee activism among workers
- When to draw the line between free speech and disruptive behavior
- And how to manage the employee voice without silencing it
The Rise of Employee Activism
Employee activism is not going away any time soon. In fact, it has become a cultural shift that demands meaningful engagement from executives.
A recent survey by the United Way of the National Capital Area found that 32% of Gen Z and 24% of millennials regularly participate in activism or social justice efforts outside of work.
While these movements often 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.
However, social media has become the main driving force for activism in the modern era. Platforms like LinkedIn or Instagram allow employees to express their personal beliefs and opinions to a wide audience.
Regardless of the manner of advocacy, it is important for business leaders to know when to put limitations on employee expression.
Free Speech vs. Business Impact
Employees often assume they have broad free speech protections at work, but in reality, companies can enforce policies around speech that negatively impact the business. It’s important to understand where speech becomes a liability — and where suppressing it can backfire.
While C-suite 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 executives 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.
Fostering Activism Without Losing Control
C-suite 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 clear 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.
Sources: United Way
