[throwawayian]

I hate this take.

Expecting employees to compartmentalize their personal lives completely during work is unrealistic and dehumanizing.

I’ve worked with American companies for years and sat through countless meetings where U.S.-specific events were addressed—9/11, BLM, elections, Black History Month, Thanksgiving, natural disasters, even sensitivity and active shooter trainings. Outside of local disaster/issues, none of these are directly relevant in my country, yet we empathize, because it’s human to care.

Here’s the problem: When divisive topics arise, companies either censor them entirely or let them play out. Censorship may be inhumane, but it’s efficient. Or, a company can solicit feedback and allow employees to hold non-disruptive, neutral events outside of work hours.

If this is the path, it has to be consistent. No exceptions for topics like the war in Ukraine or U.S. cultural movements. This approach avoids corporate bias while enabling individual expression without disturbing business.

Publicly held or large companies shouldn’t hold positions on sensitive issues, but employees should have the freedom to engage, with policies that prevent harm or offense.

And, by the way, a vigil doesn’t count as harmful.