Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. Employee Relations
  4. When and How Employers Should Respond to Employee Activism
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

When and How Employers Should Respond to Employee Activism

April 30, 2021 | Arlene S. Hirsch

A group of business people having a meeting in a conference room.


​Employee activism is rising and becoming a defining feature of the modern workplace.

More than 80 percent of employers expect a rise in activism among their employees by 2024, according to research by global law firm Herbert Smith Freehills. However, there is no uniform definition of what employee activism is or includes, or a singular response that works for all organizations. Every company must decide for itself if, when and how to respond to employee demands for change, the research concludes.

"Younger generations expect meaning and purpose along with a paycheck," said Michele Egan, vice president at For Momentum, a social impact agency in Atlanta. "They want to work for companies that take a stand on issues they care about."

What Is Employee Activism?

Employee activism is often associated with actions that employees take in response to specific societal events or company policies and practices, and these actions often take the form of public protests, social media campaigns, information distribution to fellow employees and more.

"Employee activism entails intentional actions by workers to generate social change and will often focus on changing a company's policies or practices," said Tyler Butler, CEO of 11Eleven Consulting in Phoenix.

It can also be tied to global issues, said Pendragon Stuart, associate director and sustainability expert at GlobeScan in London. "Employee activism is often related to topics that are considered part of the sustainability umbrella—environmental, social and economic—ensuring that things can continue so that people can sustain a decent quality of life," Stuart said. "Businesses are under a lot of pressure to 'do the right thing.' "

Megan Reitz is a professor of leadership and dialogue at the Hult Ashridge Executive Education program outside London. In her research, she has found three common mistakes business leaders make when dealing with employee activism: denying there's a problem, believing that they can be apolitical and rushing to make quick fixes.

"The term itself is loaded, and people come to it with assumptions and judgments which go on to affect their response," she said. "One of the most important changes is the realization that to stay quiet is to perpetuate the status quo. Leaders can no longer claim neutrality and objectivity, because even sitting on the fence is seen as a political act."

SHRM Resource Hub Page
Politics in the Workplace

Choosing the Right Battles

"The rise of employee activism presents new challenges for companies in striking the right balance between engaging their employees in issues that matter to them, staying true to their corporate mission and values, and being a force for social good," said Jim Starr, president and CEO of America's Charities in Chantilly, Va. 

There's also no need for company leaders to speak out on every issue, Stuart said. "Businesses have to decide what they stand for, where they want to focus their attention, and where they can and should engage."

A company's decision on whether to take a stand on an issue also depends on how the social issue may impact that company, said Kathryn Petralia, co-founder of Kabbage Inc., a midsize fintech company headquartered in Atlanta. "It's really not political for us, it's more about protecting our business. We don't want to alienate our employees, and we reach out often to make sure they feel comfortable," she said.

After the shootings at Marjory Stoneman Douglas High School in Parkland, Fla., in 2018 that killed 17 people, Kabbage took a proactive approach by encouraging employees to get involved, and HR offered them paid time off to participate in protests. The company also refused to fund businesses that sell bump stocks, semi-automatic weapons or guns to people under 21.

"The decision was not political. We serve twice as many women and minority customers as the general business population," Petralia said. "Anything that is important to small business is important to us." 

However, when employees asked the company to stand up for the Black Lives Matter (BLM) movement after the killing of George Floyd by police in Minneapolis in 2020, the leadership team wasn't convinced initially that this was a business problem. They elected to discuss the issue at the company's weekly town hall meeting before making a decision.

"Our employees made the issue come to life for us by telling their own life stories," Petralia said.

As a result of those conversations, employees were given paid time off to participate in the protests (which Petralia also attended), and the company offered to pay their bail if they were arrested.

This kind of follow-through is key to a successful outcome. In a survey conducted by United Minds, a change management consulting division of Weber Shandwick, nearly half of employees surveyed said they believe that although their employers "say the right things," they don't actually "walk the talk."

"Employees are not content with employers that merely give lip service to support but do not follow up those assertions with meaningful action," said United Minds President Kate Bullinger.

The cause should reflect current corporate practices, whether it's sustainability, diversity, health care or philanthropy, Egan said, adding that "it doesn't bode well if the company publicly supports these ideals but is found lacking on taking action toward these values internally."

Stuart agrees. "Employee activism provides an opportunity to help identify what should improve within the company," he said. "If there's a disconnect between what you say and what you do, it's better to get ahead of the issue." 

When employees of a social service agency in Chicago wanted the organization to issue a statement supporting BLM, the agency's leaders worried that the lack of diversity on their board would open them up to public scrutiny and criticism. They helped to solve that problem by adding two board seats and recruiting two highly qualified Black board members.

Managing Dissent

"Employee activism is fundamentally about voices of difference challenging the status quo and power structures," Reitz said. It seeks to change the nature of the employer-employee contract.

"Human resource [and communication] professionals need to work together to help their organizations understand the potential risks, as well as the possible benefits of employee activism," said Paul Barton, founder of Paul Barton Communications in Phoenix. "The first step is to understand how your employees feel about specific social issues. Make sure they feel heard."

That's where HR can play a key role. "HR can serve as a liaison between employees and company leadership by explaining how management feels to employees and explaining how employees feel to management," said Dan Messeloff, an employment attorney with Tucker Ellis in Cleveland.

Because the issues around employee activism can be both divisive and emotionally fraught, it can be beneficial to have an employee activism policy that gives guidelines to help defuse challenging situations and bring fairness to the process.

"It's especially important to have protocols in place for what to do if you disagree with the activism," Messeloff said.

"A good policy gives permission to or prohibits employees from speaking publicly in opposition to their employer and/or speaking up for change," said Gina Rubel, founder and CEO of Philadelphia-based Furia Rubel Communications.

But it doesn't help to have a policy if no one knows where to find it or what's in it, and it's up to HR to make sure that doesn't happen.

"Be transparent about why you are making a decision to act or not to act," Bullinger said. "If you listen to and understand your employees, you are less likely to get caught off guard."

When Kabbage decided not to provide loans to new customers whose businesses had been devastated by a hurricane, some employees questioned why the company wasn't willing to help those businesses in their time of need.

"We had to explain to them that we are not a relief agency," Petralia said. "There are federal agencies available to help those businesses."

Consistent enforcement is another area where employers may stumble, said Amy Rosenberger, a Philadelphia labor and employment attorney with Willig, Williams and Davidson. "Employers can leave themselves open to allegations of discrimination if they treat individual employees differently."

Stuart agrees. "Take a closer look at your grievance processes to make sure they are fair to everyone and that there are no accidental biases," he said.

For example, if you ban BLM T-shirts, you need to ban all political slogans in the workplace.

Rubel believes that smaller companies may have an advantage over larger corporations because they know their people better. Her company fosters a "speak up culture" where employees are encouraged to share their opinions and concerns regardless of how controversial they may be.

"Everyone should be able to bring their whole self to work and to speak their truth," Rubel said. "I have learned more and grown more as a leader by not stifling employee opinions and by providing opportunities for conversations."

Arlene S. Hirsch is a career counselor and author with a private practice in Chicago.

Communication
Employee Relations

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now