Weber Shandwick’s Post

Wow. Reading this HBR article brought back a lot of memories from past work experiences at publicly-traded companies. Employee activism is a real thing. But so are the external pressures, often times coming from activist groups (from both sides of the aisle) through social media campaigns. Having lived through some of these scenarios in the past, my recommendation is to take your time to properly assess the situation. Ask yourself the following questions: 1. If you decide to make a statement, are you contributing towards a solution? Or are you simply adding more noise? 2. How have you acted when faced with similar situations in the past? It helps when stay consistent. 3. How are other companies responding? Or how have they responded when faced with a similar situation? And what was the outcome of their actions? 4. Is the criticism fair? https://lnkd.in/g_P98AwK

Per Harvard Business Review: Responding to activist voices in the workplace - "First, it’s important to understand the range of responses available and their pros and cons. Second, you should consider five factors that will help you decide whether it’s appropriate and productive to step in. Finally, give yourself permission to pause. Together, these strategies will help prepare you for the next time you’re challenged by employee activists."

Read our latest article published in HBR | How to respond to Employee Activism - With employees increasingly speaking out on political and social issues, our Director of Research John Higgins, and his research partner Dr Megan Reitz suggest three ways organisational leaders can determine if and how to respond. https://lnkd.in/ehYEBmzH

🌐 Addressing Racism: A Challenge Organizations Face Organizations nationwide grapple with the complexities of racism and bias within their structures. The repercussions? Negative impacts on workplace culture, productivity, and employee morale. We're on a mission to cultivate a sustainable approach to anti-racism in workplaces. Join us in fostering a safe and inclusive work environment for everyone. Let's create lasting change together.

Let's delve into some reflection thoughts for 2024 focused on diversity, inclusion, and employees' well-being. Together, we'll tackle the root cause of these issues and work towards eliminating this 21st-century vice cycle.

Are you ready to disrupt the status quo and lead the charge? I just finished reading 'From Ally to Accomplice: How to Lead as a Fierce Anti-Racist' by Seena Hodges, and I highly recommend reading it on your journey. 📚 The section on finding your lane in the journey towards diversity, equity, and inclusion (DEI) is not to be missed! #DEI #DisruptorMindset

Came across this article from BBC published earlier this year on the changing role and impact of DEI initiatives in company settings. The article gives a great overview of DEI benefits for employees, and the common barriers to successfully implementing inclusive workplace initiatives. Great read! #diversityandinclusion https://lnkd.in/dsi9ijKE

My former employer had televisions in the common areas of every office floor. There was a ongoing tug-of-war between tuning to Fox News and CNN. A seemingly innocuous battle for the remote control and program preferences takes on far more meaning as we navigate the challenging #communications landscape of an #election year. Important data to consider from Weber Shandwick and Axios: companies and leaders are expected to have a voice in societal topics that align with their values, though it's clear that employees want neutrality in the workplace. Time to update: ✅ Social media policies ✅ Ways of working guidelines ✅ Anti-bullying policies and descriptions ✅ Conversations about what neutrality means, and looks like, in the workplace. ✅ Processes that make it easy for employees to voice their concerns #leadership #culture #internalcommunications Eleanor Hawkins

Here's what today's workplace leaders need to understand about what's driving interest in so-called lazy girl jobs and how to develop strategies that engage top talent

Make sure corporate identity, purpose, and activist intentions are discussed and included in your strategic plan. Here's why.