When and How Employers Should Respond to Employee Activism [Gina Rubel Quoted in SHRM Article]
In the employee relations article, When and How Employers Should Respond to Employee Activism, published by SHRM (Society of Human Resource Management), Gina Rubel is quoted by Arlene S. Hirsch. Hirsch is a career counselor and author with a private practice in Chicago. The article addresses:
- What is employee activism?
- Choosing the right battles.
- Managing dissent.
Gina Rubel, founder and CEO of Furia Rubel Communications said, “A good [employee activism] policy gives permission to or prohibits employees from speaking publicly in opposition to their employer and/or speaking up for change.”
The author further noted that “Rubel believes that smaller companies may have an advantage over larger corporations because they know their people better.” She said, “Furia Rubel] fosters a ‘speak up culture’ where the law firm marketing and public relations 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.”
Philadelphia labor and employment attorney, Amy Rosenberger of Willig, Williams & Davison noted that “Employers can leave themselves open to allegations of discrimination if they treat individual employees differently [as it relates to enforcing or not enforcing employee activism policies].”
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