Speaking Up: How HR Professionals Can Navigate Advocacy and Employer Policies

By: Jeff Hall, Government Affairs Chair

“What if advocating for a legislative issue conflicts with my company’s position or violates our organization’s policies on government affairs?”

The above question is an important one for HR professionals to navigate if they are seeking to take a more active role in SHRM, or their local chapter’s, advocacy efforts.  Yet, many HR people choose to not get involved.  This is understandable; we are concerned with running afoul of company regulations, simply do not have the time, or are interested but not sure what “doing advocacy” looks like.

As HR pros, part of our job is helping our organizations navigate the world of employment law.  We advise leadership on HR compliance issues, guide employees through regulatory changes, and are the bridge between legislative techno-babble and practical business policies.  Therefore it’s natural to assume that any advocacy you do is automatically a representation of your employer as well. 

This is not necessarily the case.

Legislators routinely seek input from a variety of professionals and subject matter experts, including business leaders, financial experts, medical professionals, etc.  Human Resources should be no exception to this; we bring valuable perspectives and expertise regarding the impact of employment laws on our workplaces.  We help lawmakers understand how proposed legislation may affect employers, employees, recruiting and retention, compliance, and workplace culture.

Why the HR Voice Matters

Helping lawmakers understand the potential impact of new laws and regulations means putting it in the perspective of such questions as:

• Is this proposal practical for employers of different sizes?

• Will it create unintended administrative burdens?

• Does it improve the employee experience?

• Will it help organizations recruit and retain talent?

• How will it affect compliance costs?

• Are there better ways to accomplish the same policy goal?

Note that the above questions aren’t political in nature.  Instead, they are practical questions that draw the connection between what legislation is intended to accomplish and what the actual impacts will be to real workplaces.

Working Within Your Company’s Expectations

Each organization has its own policies and nuances regarding government affairs.  While these policies should always be followed and respected, if you are interested in advocacy and not sure how to interpret your company’s stance you are encouraged to speak with your manager, compliance and/or legal team, or other leadership if you have questions.

When you raise these questions, it’s important to make clear that you are looking to share your professional perspective through SHRM rather than seeking to officially represent your company positions (unless you get the ok to do so of course).  Part of these conversations is noting that providing thoughtful feedback during the legislative process helps to shape laws, and is an opportunity to voice any practical challenges to compliance.  

As HR professionals our experience, challenges, and expertise are valuable resources for helping to craft regulations that achieves its intended goals and are practical to implement.

CRHRA Government Affairs Committee

If you are interested in advocacy efforts especially within New York State, consider joining CRHRA’s Government Affairs Committee.  We focus on in-district advocacy efforts, an annual visit to Albany to meet with lawmakers, and other advocacy resources for CRHRA members.

Five Questions to Ask Before You Advocate

1. Am I speaking for myself, my profession, or my company?

Clearly identify yourself and whom you represent when speaking to lawmakers, e.g. as an HR professional, as a member of SHRM/CRHRA, etc.

2. Does my employer have a policy governing advocacy or government affairs in general?

Be familiar with what those policies state, and if unsure about a particular activity ask before participating.

3. Could my advocacy be misinterpreted as representing my employer?

Be mindful of unintentional actions if not seeking to represent your company, for example:

• Using your company title or logo

• Communicating from your company email account

• Identifying your employer in your advocacy materials

• Participating in an event where your employer's affiliation is prominently displayed

• Speaking to a legislator about an issue specifically affecting your company

4. Is this an opportunity to provide professional expertise rather than promote a political position?

Being an effective advocate does not mean you have to be a political activist.  Ask yourself if you have an opportunity to help lawmakers understand how proposed laws would actually affect your workplace and employees.

5. Do I have any conflicts of interest?

Your employer’s interests could be directly affected by proposed regulations (e.g. competitive position, contracts, business operations), which warrants additional consideration for advocacy.  Likewise, you may have a personal financial or other stake, necessitating careful participation.  The bottom line is being able to participate in advocacy efforts honestly and independently, without creating a real or perceived conflict of interest.