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Earlier this month, Rohan Dias joined Fire on the Hill for a work experience placement. In this piece, he shares his perspective on why values matter more than ever for the new generation of graduates entering the workforce
For my generation, preparing to enter the workforce for the first time, communication is a way to convey our values, our credibility. A moral compass. So, when it comes to confronting challenges, silence is more than just disappointing. It makes me sceptical.
At the same time, we today see organisations coming under pressure to maintain political neutrality – and in a world where large corporations hold increasing levels of influence over individuals, this can raise concerns.
A moral compass and an eye on the future
Of course, we cannot expect organisations to be perfect. But are there some basics we anticipate? Honesty and fair treatment of employees, for example. As my generation enters the world of work, can we take this as a given? Perhaps. I would hope the basics also mean speaking up and speaking out, when appropriate. The sheer number of ongoing humanitarian crises in the world is astounding, but often this is met with silence. Surely, more can be done?
For me, when people are suffering, organisations with sufficient resources and influence are obliged to raise awareness.
I, and my generation, also expect companies to be forward-looking. With the climate crisis looming over our future, businesses must show leadership in sustainability. Not just greenwashing, but meaningful, measurable action. That means having clear targets, transparent reporting and policies that go beyond what is required by regulation.
Pressure to stay silent
The stereotype persists that university students are itching to speak out. To protest. Currents of truth do run through these stereotypes: I myself have been urged by student bodies in Bristol to join the push for social change and contribute to student-led movements.
So why are organisations pressured to remain neutral? With their resources and influence, organisations should feel more pressure to engage, not less. They have the power to drive real change. They can raise awareness through campaigns and education. They can financially support movements, release public statements and implement policy changes.
Of course, taking a stance can be risky. No message will please everyone. But a fear of backlash should not override moral responsibility.
Creating a better society
With the resources, platforms and access to government and media that companies often have comes both the power and responsibility. It’s not about jumping on every trending issue, it’s about recognising the right opportunities to exert influence and utilising it wisely.
Ben & Jerry’s, for example, has consistently taken a firm, visible stance on social and racial justice, as well as humanitarian crises. But what makes their communication powerful is that it’s backed by action – they don’t just post hashtags. Whether it’s funding campaigns or reshaping their internal policies, they serve as an example of an organisation actively campaigning for change.
Action perceived to be performative only erodes trust. Few organisations openly report on their work, a step which creates the transparency that ultimately builds trust. It’s telling that an ice cream company stands out as a leading example.
Not every company needs to be radical, but real action can help. If a brand says it values diversity, show it in hiring. If it claims to support sustainability, publish a carbon footprint. Credibility stems from its actions.
Organisations face a choice: either remain silent or speak out. One of those choices builds trust and a much-needed sense of community, while the other preserves a long-standing status quo.
In a world that feels increasingly on edge, the companies that choose to genuinely speak up are the ones I and my fellow students will be watching. And aspire to work for.
Image Walls.io / Unsplash
