Law enforcement warns of civil unrest if Roe v. Wade is weakened or overturned. Here's how experts say business leaders should prepare.

The Department of Homeland security warns that extremists on both sides of the abortion issue could act if Roe v. Wade is overturned.

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• Law enforcement warns corporate leaders to brace for the chaotic possible reversal of Roe v. Wade.
• CEO consultants say leaders have a responsibility to speak out. 
• They say leaders should take a stand, facilitate open dialogue, and learn from experience.

Corporate leaders should brace for potential protests and disruptions if the US Supreme Court overturns or weakens abortion rights, according to law enforcement and workplace experts.

A memo from the Department of Homeland Security obtained by Axios wrote that extremists on both sides of the abortion issue might target protestors, government officials, companies that make or sell medication to end pregnancies, and "organizations that fund and facilitate travel for those seeking abortions."

A decision on Roe v. Wade, the nearly 50-year-old ruling guaranteeing abortion rights, could come as soon as this week because the high court is nearing the end of its term. 

Insider spoke with top CEO consultants to understand what steps business leaders should take to prepare for any potential fallout from a reversal or watering down of Roe. That readiness could be particularly important in the 26 "trigger ban" states that are poised to prohibit or limit access to abortions if the Supreme Court overturns Roe. 

Experts say leaders should take a firm stance, facilitate open discussions, and learn from experience.

"CEOs shouldn't be caught off guard," Jason Thompson, an executive advisor with expertise in diversity, equity, and inclusion, said. "Now is the moment leaders should be preparing for mass activism and protests." 

Take a firm stand 

It might seem counterintuitive, but experts say taking a definitive stand can help prevent frustrations from boiling over. They warn that silence and neutrality will do more harm than good.

"Some business leaders might be hesitant to bring the spotlight to their company by speaking out about this controversial issue, but not saying anything still communicates a potentially powerful message to employees and external stakeholders," Carla Bevins, a professor of business communication at Carnegie Mellon University, said.

Over the past two years, the public has debated whether "corporate wokeness" has gone too far, as some critics contend. Yet a 2021 survey of 3,000 Americans by the nonprofit-research firm JUST Capital shows most people support CEOs speaking out on social issues. The survey found 63% of Americans believe CEOs "have a responsibility to take a stand" on societal issues. 

"Expectations about corporate citizenship are changing," Bevins said. She said employees, customers, and others want companies to become more engaged in social issues, not less. Companies including Yelp, Bumble, Levi's, and Unilever — the parent of brands like Dove and Ben & Jerry's — have issued statements supporting reproductive rights. Still, most companies have yet to come forward with a direct message.

Facilitate open discussions

Michele Ruiz, the CEO of BiasSync — a company that helps organizations identify and manage unconscious workplace bias — said employers have a responsibility to start conversations about Roe in the workplace.  

"It's really important for leaders to give employees the tools and guardrails needed to have meaningful conversations," she said. 

However, facilitating open discussion requires doing significant work in advance. Companies must create an atmosphere that makes employees feel psychologically safe, Martin Whittaker, the CEO of JUST Capital — which ranks corporate performance on the issues that Americans care about most — said.

"If employees feel like voices will be marginalized or what they say doesn't meet with the approval of managers or executives, then the conversation is meaningless," Whittaker said.

Cultivating a corporate culture where employees feel safe to voice their concerns starts with creating spaces for frank discussions. 

"The best way to know how to support employees is to listen," Whittaker said. "Go to the source and ask 'How are you feeling? How can we support you?' That's the first step in finding solutions that all parties can agree on." 

Learn from recent experience

Business leaders can draw from recent experience with protests about polarizing social issues. Two summers ago, companies of all sizes faced protests, boycotts, and walkouts over police use of force with members of minority communities. The protests came after then-Minneapolis police officer Derek Chauvin killed George Floyd, a 46-year-old Black man, on May 25, 2020. Video footage of Floyd's death set off global protests. Chauvin has since been convicted of murder for Floyd's killing and is in prison. 

"I liken this period to what business leaders faced immediately after George Floyd was murdered. People were feeling scared. People were feeling uncomfortable, upset, and angry," Ruiz said. "We saw business leaders step up to address inequities in a meaningful way."

Ruiz said leaders would be remiss not to learn from responses like that of Michael Mahoney, the CEO of Boston Scientific, who addressed employees at the medical-device maker in an open letter following Floyd's death. 

"George Floyd's death reflects deeply ingrained, long-standing divisions in our society," Mahoney wrote. 

Mahoney went on to write that the executive committee felt "compelled" to "reaffirm our commitment to live by our values and cultivate a workplace that makes equality, diversity and openness priorities — a workplace that sets an example for the greater community."

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