--- title: 8 considerations for business leaders speaking up on public issues --- 8 considerations for business leaders speaking up on public issues | View in browser May 18, 2022 👋 rethINK PR is our weekly newsletter filled with useful PR, content marketing and digital media advice. We tell you what works, what doesn’t and why. OFF-MUTE 🔈 🤔 As a business leader, should you take a public stance on Roe v. Wade or the horrifying gun violence and racism in this country?    🌎 Businesses have opportunities to use their voices and implement policies that can help change the world and protect the people in their communities.    🗓️ But we’re living in unprecedented times and external and internal communications are more complicated now.    🙊 For some, it feels like a “damned if you do and damned if you don’t” world. Performative words are never well-received. On the other hand, silence can be viewed as a position and often equals acceptance.    💪 But actions always speak louder than words. Where should you begin? With political and deeply personal issues like reproductive rights and racism, communication and action should always begin within. Work from your values and what your audiences — particularly your employees — care about most.   💬 So should you speak out or shut up? Before you enter into a controversial public conversation, here’s what you should consider:    ☑️ Operate from your values. Weigh your desire to respond with your values. Would issuing a statement align? If yes, does the content of your statement map to them? Values become real when they are lived.   ☑️ Know your audience(s). As an employer, how will this public issue impact your key stakeholders? If your world of customers, partners, employees, investors and shareholders include women, parents, BIPOC and LGBTQ+ people, they will want to feel protected and respected by you. It’s worth noting that a Deloitte study found that 44% percent of millennials and 49% of Gen Zs make choices about where they work and what they do based on personal values. Alignment is important. Start by understanding the demographics.    ☑️ Weigh the possible consequences. Could silence lead to an influx of media inquiries or turn your employees into sources? Will speaking out bring more questions? All of these are possibilities. Here’s what you can do: make sure you have policies in place to back up what you’re saying. And don’t wait to have a crisis plan in place – it’s always better to be proactive vs. reactive when it comes to corporate communications.    ☑️ Rethink your benefits. Most companies don’t think of their benefits as PR assets. Today, they are. Mine your employee handbook for the ones that make people's lives better. And if you can’t find any, it might be time to implement them—as long as they are substantive, not performative. Listen to what your employees need, not just what they want (think: policies that support women and families—the groups most affected during the pandemic).    ☑️ Check your state of mind. Are you reacting or responding? This is one of those times to write the response, sit with it, and see how you feel an hour or a day later. Send it to some trusted advisors. What is your appetite for arguing with contrarian voices on social media? Does that serve your organization’s purpose, or your purpose, or neither?    ☑️ Lead with facts. Regardless of the type of information you disseminate: make sure you have the facts. Who are you retweeting? Where does your data come from? The bar is, and will be, higher now. ICYMI: Businesses are the new battleground states.   ☑️ Be prepared for trolls. Speaking out unearths wells of support you didn’t know existed (we’ve been overwhelmed by the stories we’ve received from clients and employees since announcing our paid leave benefit for pregnancy loss), but also the trolls. Trolls are merely looking for fights: these are best blocked and ignored. There will be other voices that warrant meaningful engagement. These decisions should be done in coordination with your PR teams who can help assess how, when and if to engage.  JUST FOLLOWING UP 🙋 🙌  Always aim to balance speed with authenticity. Timing + expertise = the winning rapid response formula. Remember, PR only works if you have a point of view (and it should be backed by facts and your values—which includes your company policies). PSA 📣 🤝 You can’t be everything to everyone. Some people will disagree with your public stance on an issue, and that’s okay. Just make sure to make space for other viewpoints because people simply want to be seen, heard, accepted and respected. Plus, brave conversations are the best way to build community.  MIC DROP 🎤 🎉  Tori Poole is now our Vice President of Diversity, Equity and Inclusion! Her focus in this new role is twofold: build equity among our employees and provide strategic guidance on inclusive communications for clients. One of her superpowers is her ability to bring clarity, fairness and compassion to difficult situations, and we cannot think of a better person to lead this important work at Inkhouse.    As she said in our press release, “For me this work is personal. I bring empathy to my role as a woman of color who has spent years as an ‘only,’ especially in a professional setting…Inkhouse is composed, both internally and from the client side, of some of the most compassionate human beings who want to be at the forefront of change. Our mission when it comes to DE&I is simple – create an environment where everyone feels included, seen, valued, heard and loved.”  OPEN TABS 📱 📌 Roe Vs. Wade: A How-To Guide For Business Leaders Who Want To Speak Out 📌 Rapid Response 101: Speak Up or Shut Up?  📌 PR During Even More Unprecedented Times  📌 Should You Paint Your Logo Rainbow?   📌 8 Key Elements Of Thought Leadership  📌 7 Ways Comms Help Recruit And Retain Top Talent 📌 How To Be A Good Human And Brand 📌 Confidence Isn't Vision: How To Be A Real Changemaker 📌 Community Building 101: Make It About Them, Not You    📌 Media Training 101: Treat Every Interview Like A Broadcast Interview        “If not now, and us, then who, right?” — Beth Monaghan, founder & CEO, Inkhouse (\*on whether or not Inkhouse should speak to The Boston Globe about employees’ abortion rights)       💬 Tell your friends to subscribe here 📕 Bookmark our newsletter archive 🐦 Tweet now about this week’s topic Inkhouse, 260 Charles Street, Suite 200, Waltham, MA 02453 Unsubscribe Manage preferences | | --- |