This Is Why HR Needs Humans, Not Search Engines: Hilton, ICE, and the Cost of Political Decisions at Work

We’re living in a deeply politicized, highly polarized moment — fueled by a 24/7 news cycle and social media that never blinks. As humans, we all have opinions. Strong ones. As business leaders, though, we also have a responsibility to think beyond our own beliefs and consider how decisions rooted in them land with our people.

In theory, I love when companies use their platforms to stand for something. Consumers get to vote with their dollars — why shouldn’t business leaders get to do the same?

But theory and practice aren’t always friends.

You may have seen the news yesterday about a Hilton property in Minnesota refusing to house DHS and ICE agents who were in the area for immigration-related work. As a human being? I have thoughts (spoiler: I love it, inject it straight into my veins). As a People and Business leader? I pause.

Because when a company makes a political statement, the real question isn’t “Is this right or wrong?” It’s “How does this land with our employees?”

It’s risky to assume your workforce is politically or socially aligned — even in a true-blue state like Massachusetts or a deep-red one like Wyoming. Your team is made up of humans with different backgrounds, beliefs, and lived experiences. Some may cheer. Others may feel uncomfortable, alienated, or even unsafe speaking up.

This isn’t to say companies can’t take political stances. They absolutely can. But they should do so with eyes wide open.

Are you prepared for backlash if the stance is unpopular internally? Are you operationally ready for turnover that stems from a values-driven decision? What happens when “good riddance” turns into real staffing gaps? Do you have guardrails in place to prevent harassment when someone goes against the grain? Are managers equipped — and supported — to handle big feelings, conflict, and tough conversations?

Mission-driven organizations and nonprofits may face less risk because they often attract values-aligned employees — but “less risk” doesn’t mean no risk. Even aligned teams aren’t monoliths.

Ultimately, an organization may decide to move forward anyway. More power to them. The key is doing it thoughtfully — weighing the business, cultural, and people impacts alongside the PR win.

That’s where I come in.

If you’re looking for a thought partner to pressure-test how decisions — political or otherwise — may affect your team, I’m always happy to talk.