This level of public activism can often be seen as doing the right thing, but there’s another powerful incentive for companies: It’s good for business.
Sarandos’ public mea culpa isn’t unique. It’s part of a broader tendency by executives and companies to outspokenly promote inclusivity within their workforces — and also own up to any missteps. It often coincides with discriminatory national or state legislation aimed at LGBTQ+ individuals, women and people of color.
Shortall noted that many companies have long held progressive internal policies aimed at preventing discrimination in hiring practices and workplace culture. But she cited several high-profile examples of times when companies took public stances, denouncing discriminatory legislation, including Indiana’s 2015 religious freedom law and“There was concern about sending employees to meetings and conventions in states where they could be turned away at a restaurant or bathroom,” Shortall said.
“We’re in a really tight market for talent and we have folks for whom this is an important value set,” she said. “Companies have got to hold the line on these policies.” “They’re getting encouragement and thinking I can have a real impact on the way my company is running,” Korschun said. “Employees have a greater sense of ownership than they have in the past. They feel they’re giving a lot, helping their company prosper and they’re expecting to be listened to in return.”Christine Moorman, a Duke University professor, yearly conducts “The CMO Survey,” which tracks the opinions of top marketers.
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