There’s a lot of economic uncertainty in the US right now, especially for government workers and federal contractors. The incoming Trump administration has discussed the possibility of eliminating entire federal agencies, changing the Department of Labor, and forgoing relationships with “woke” contractors.
Yet, Emily Dickens, head of government affairs at the Society for Human Resource Management (SHRM), told HR Brew that people leaders shouldn’t anticipate the worst. Instead, they should focus on building relationships with government relations teams and reviewing existing policies to ensure their organization is compliant with the law.
“Breathe,” Dickens said. “This [Trump’s reelection] is not the end of the world.” Any policies the new administration wants to implement will take time, so enforcement likely won’t begin until at least March.
Leave your role, if you have to. Trump has threatened to fire federal workers en masse, especially if their loyalties are believed to lie with the Biden administration. For HR leaders (who work for the government or federal contractors in particular) worried about what this could mean for their role in the federal government, Dickens said it may be time to move on.
“When push comes to shove and you feel like a culture no longer works for you, you can speak with your feet,” she said, emphasizing that people have options, even though the job market has weakened in recent months and unemployment has returned to pre-pandemic levels. “We have such a need for talent in the private sector that would welcome people who understand all the inner workings of government.”
Step outside your silo. A new administration can be an opportunity to be proactive and collaborate with internal government relations teams, Dickens said.
“Ask them to come and [have] lunch and learn for your team about the impact of what we're seeing could have on the company, as well as our people needs,” she suggested, or have a strategy session. “We don’t do enough partnership between HR and GA [government affairs], but you have to.”
While the executive branch has a lot of power, HR practitioners should focus on local efforts as well, and remember that their business could sway politicians. “Spend time getting to know your member of Congress,” Dickens said. “Invite them to your facilities. Let them get to know the people who are in their district…and that you are a major potential fighter.”
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Examine existing internal policies. “This is a great time to reflect on how you do business and to make sure you're compliant,” Dickens recommended. “You don’t want to get on anyone’s radar unnecessarily.” This is especially true when it comes to DE&I practices. HR and DE&I leaders should proactively examine their initiatives to ensure that they’re effective, and not exclusive.
HR may also consider examining their protections for LGBTQ+ workers, specifically. There has been a wave of anti-trans legislation in recent years, most recently a directive introduced by Congresswoman Nancy Mace that would ban transgender women from using the women’s bathroom at the Capitol building.
HR Brew asked Dickens about how employers can protect their LGBTQ+ employees, even as their identities are being politicized. In response, she said that the company culture should be clear and inclusive of “not just the people who are traditionally underrepresented, but everyone.” When pressed, as the definition of a safe work environment can vary depending on the employee, Dickens said, “We [SHRM] always say there is no bad culture unless it’s immoral or illegal. And so you have to develop a culture that works for your organization.” This, however, does not directly address how HR leaders can or should be supporting their LGBTQ+ employees at this time.
Looking beyond January. While some are uncertain about what the labor landscape might look like under a second Trump administration, Dickens is hopeful. “I am optimistic for the opportunity to affect some real change in 2025,” she said. “I would love to see more people listen to the HR professionals who are doing these jobs every day and talk and listen to how new regulations and changes have impacted the way they do the work…and to figure out a way to modernize it for the workplace of the future.”