Managing activism in the workplace: some guiding principles

In a politically charged era where activism is considered noble, HR managers are confronting new challenges in the workplace in an attempt to find balance between the expression of disparate views while maintaining a productive and cohesive workforce.

Just another day at the office

IT specialist Peter is a devout Catholic. His cubicle displays a Papal flag and other religious items. Several prolife slogans are also posted on its walls.

Sandra is a purchasing specialist who is passionate about social causes. She marched in the Black Lives Matter demonstrations and displays a BLM poster on the wall of her cubicle. She has also posted several slogans that disparage certain politicians.

Maura, who works in logistics, is a veteran and very patriotic. In her work area she proudly displays the American flag. She also has hung a “Don’t Tread on Me” flag and several slogans with conservative messages.

Ray is a manager in finance. He is openly gay, and his cubicle displays the rainbow flag and other slogans in support of LGBTQ causes.

Welcome to the new HR reality.

There was a time when most companies tried to foster at least the appearance of social and political neutrality. But in today’s politically charged environment, where “silence is violence” and activism is widely encouraged, many corporations see value in championing social or political causes both publicly and internally. As a result, the workplace has become an ideological battleground.