The past few years have shown the power of Texas’s greatest employers. About once per session, business-friendly lawmakers and political leaders usually endorse laws and regulations that threaten the bottom line and force employers to add weight and repeal the new rules.
While employers are no stranger to advocacy, knowing exactly when to make a statement, post on Instagram, or sign a letter to the governor is no easy task. Businesses need to hold the line between the thoughts and opinions of investors, executives, employees, and the public while also thinking about staying in business. How do you make your decision?
In 2017, Texas’s infamous bathroom bill included restricting bathroom access for transgender people. After much debate, many of Texas’ largest employers sent a letter to Governor Abbott protesting the law. The letter expressed corporate desire to promote diversity and discussed how the law could attract and retain talent.
It was signed by Randall Stephenson of AT&T, Doug Parker of American Airlines, Gary Kelly of Southwest Airlines, Kim Cocklin of Atmos Energy, Matthew Rose of BNSF Railway, Mark Rohr of Celanese, Harlan Crow of Crow Holdings, Sean Donohue of Dallas / Fort Worth Airport, Emmitt Smith from EJ Smith Enterprises, Fred Perpall from Beck Group, David Seaton from Fluor, Thomas Falk from Kimberly-Clark, Trevor Fetter from Tenet Healthcare and Richard Templeton from Texas Instruments, Dallas Morning News reported. IBM also published a full-page ad in Texas newspapers to protest the law.
The bill never made it to the governor’s desk.
This year, Governor Abbott’s executive order banning vaccine mandates caused a stir among employers. While the order was designed to protect the rights of workers who refused to be vaccinated, critics called it a violation of the private sector.
In North Texas there are hospital systems never changed their vaccine mandates despite the Reason why they just haven’t voiced their opinion, as well as because it is, oh my god, I don’t want to talk about women’s rights and abortions like maybe there. It’s just such a taboo business. It’s such a taboo subject, okay.
A corresponding bill died in the legislature after several large employer groups had again spoken out against the bill. They wrote a Letter contrary to the version of the Texas Senate Bill, SB 51. Signatories were the Dallas Regional Chamber, Texas Realtors, the Texas Medical Association, the Texas Hotel and Lodging Association, and several other chambers of commerce. “We strongly believe that such legislation is an unprecedented encroachment on employers’ freedom to do their business as they see fit.
Texas’s thriving business climate is built on this fundamental freedom, but this legislation undermines it by placing employers in an impossible position between federal and state mandates, ”the letter said.
This year Texas lawmakers passed one of the most restrictive abortion laws in the country, but this time there was no mass corporate opposition. The Dallas-based Match group said it would provide funds to all employees seeking abortion assistance outside of Texas, but the largest employers have largely remained silent. So what’s the difference?
A major issue is the convenience of discussing the subject, says Heather Capps, CEO of marketing and communications company HCK2 partners.
“If you look here in the Metroplex, the company management is dominated by men,” she says. “The reason they haven’t quite got their say is because they say, ‘Oh my God, I don’t want to talk about women’s rights and abortion.’ This is such a taboo subject. “
Another factor is public opinion. Texans were unconvinced the importance of the bathroom bills, but only 37 percent of Texans felt that abortion bills should be less restrictive than they are now, the Texas Tribune Reports. Wading into this gray area can be a risk not worth taking, especially in Texas.
“I could never choose a specific side of the aisle on my personal LinkedIn profile or one of my own social profiles, or especially on behalf of HCK2,” says Capps. “I want to respect my customers and their personal opinions.”
A more direct link to the end result could also be a factor. The bathroom bill could have resulted in construction costs and new bathrooms for a transgender client or client. On other issues, the direct costs may not be as acute, leaving companies less incentive to speak up.
Companies also need to be careful not to make a statement that they cannot back up with action. In today’s world, a company that advocates platitudes without making changes could face backlash.
“Don’t say it if you’re not like that and can’t keep it up 365 days a year,” says Capps. “You run the risk of people accusing you of giving virtue signs for the day.”
Today, public service corporations are trying to do the impossible: Everyone, please. An attitude on one side inevitably leads to alienation on the other side, but it could be worse not to adopt an attitude at certain times.
“I think in my 25-year company history I have never seen a time when public figures, opinions and corporate advocacy for one thing or another were stronger than ever,” says Capps. “It is a difficult situation to be in this situation right now.”
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