Addressing Internal Communication After Roe v. Wade Ruling
By Nicole Schuman for PR News
The days of employee communication remaining internal are long gone. You’ll be prepared “if you always assume emails will be forwarded externally, internal town halls will be recorded and shared and updated policy handbooks will be leaked,” says Aubrey Quinn, COO, Clyde Group.
That said, this week’s internal communication hot seat concerns the overturning of Roe v. Wade. The ruling impacts many areas of women’s health, which ultimately touches companies’ greatest asset—employees. So, if a company hasn’t yet made information available to staff, particularly in trigger-law states, the race is on.
Approaching Internal Messaging
Ultimately, how a company communicates with employees on this issue depends on many variables. For example, some organizations have been very active on social justice issues, which may cause staff to expect quick answers. Ultimately, clarity and consistency are important, Quinn says.
“Organizations based in, or with employees in, states impacted by abortion laws also have a responsibility, at minimum, to clarify healthcare benefits and what has changed,” Quinn says. “Organizations…taking a stand against the Supreme Court decision should be clear about what that means.” For instance:
- Will benefits change?
- Are you re-evaluating and ending political donations to specific candidates?
- Will you match employee donations to certain charities?
- Are you creating spaces for employees to connect and discuss?
After the basics, consider imbuing all internal communication with empathy.
“[The top thing that internal communicators should be concerned with right now is] employees and how they’re feeling,” says Diane Primo, CEO, Purpose Brand Agency. “This is an emotional moment,” so PR pros should care about most is “what [employees] must be thinking, what they must be going through. Put yourself in their shoes.” Click here for the rest.
Free Stock photos by Vecteezy