Irish tech company Intercom is currently experiencing employee unrest following the implementation of a new policy that terminates support for Pride celebrations. The company, founded in 2011, had previously been known for its active involvement in promoting and supporting Pride through various internal and external initiatives. However, CEO Eoghan McCabe made the decision to discontinue this support, along with other non-work related topics, citing concerns about the association of Pride with divisive and political issues.
As a result of this policy change, Intercom now prohibits the promotion of employee resource groups (ERGs) and the organization of office decorations, events, and lunches for specific communities. This decision has sparked discontent among employees, particularly as ERGs have traditionally been recognized as important for attracting and retaining talented workers.
This article will explore the reasons behind the policy change and analyze its impact on the company’s workforce.
What happened?
Intercom, an Irish tech company, has recently faced employee unrest after implementing a new policy that discontinues its support for Pride celebrations, as well as other non-work related topics, citing a desire to solely focus on building the business.
The decision to halt support for Pride celebrations was made by CEO Eoghan McCabe, who believes that such topics are associated with divisive and political issues.
As a result of the new policy, the company will no longer promote employee resource groups (ERGs) and will not allow office decorations, events, or lunches for individual communities. ERGs have traditionally been considered an asset for attracting and retaining skilled workers.
However, Intercom’s spokesperson emphasizes the company’s focus on success and its open and accepting culture. The change in policy is not a reflection on the groups or the people involved, but rather a strategic decision to prioritize work over non-work related matters.
Reasons for the change
The decision to discontinue promotion of non-work related topics, including Pride celebrations, was motivated by a desire to prioritize the company’s business objectives and avoid association with divisive and political issues. Intercom’s CEO, Eoghan McCabe, made this decision as part of an effort to solely focus on building the business.
This change in policy applies not only to Pride, but also to other non-work related topics. The company will no longer support employee resource groups (ERGs) or allow office decorations, events, or lunches for individual communities.
This decision is in line with a global trend of reducing mentions of ERGs and social issues during public company calls. It is important to note that the change in policy is not a reflection of the value or importance of these groups or the people involved, but rather a strategic decision to concentrate on work and maintain a focused and inclusive work environment.
Intercom’s spokesperson emphasizes the company’s commitment to success and its open and accepting culture.
Impact on employees
The decision to halt support for non-work related topics, including Pride celebrations, has had a significant impact on the morale and sense of community among the company’s employees.
Employee resource groups (ERGs) have traditionally been considered essential for fostering a supportive and inclusive work environment, attracting and retaining skilled workers. By ending the promotion of ERGs, the company has effectively eliminated a platform for employees to connect and engage with colleagues who share common interests and experiences.
This decision has left employees feeling isolated and unsupported, as they are no longer able to celebrate and express their identities and affiliations within the workplace. Furthermore, the removal of office decorations, events, and lunches for individual communities further diminishes the sense of belonging and camaraderie among employees.
The negative impact on employee morale and well-being may potentially lead to decreased productivity and increased turnover.
