HR Musings on the May 19 Elections: My Point of View

Recently, I joined a TwitterSpace discussion on the topic: Should HR Campaign for a Political Candidate? led by Sonnie Santos (ASKSonnie.INFO | Confrère for Growth).

I've maintained an active Twitter account (@joyalosbanos) since 2014, where I share various content, ranging from rants (which I've since stopped), HR/OD topics, to cat photos, all within the 140-character limit. This brevity demands conciseness and directness.

For those unfamiliar with social media, Twitter Space is a feature enabling discussions on any topic without being recorded or saved (unless someone records the conversation). To join, you need a Twitter account to either speak or listen.

Let me summarize the discussion points here. Please note that I remain politically neutral, even though two participants were on opposite sides of the spectrum. Sonnie Santos and I were keeping our positions discreet.

First Point:

It's acceptable for HR to express their political beliefs and advocate for their chosen candidate. Even if my views differ, it's still a valid position.

I am open to hearing anyone's perspective, whether you support Leni, Bong Bong, Manny, Ping, Isko, or Leody, without being judgmental. Adopting this approach makes me less intimidating to others. It also means people can't associate me with any specific politician.

I can occasionally share political opinions or comments on my Facebook page without being singled out by friends. Remember, my loyalty is to the Philippines, not to any particular politician.

Second Point:

I remain politically neutral, but I exercise my right to vote for those I believe deserve it. Unlike others, I do not publicly endorse anyone.

I've held this belief since 1986 when my late cousin harassed my late grandmother over her political views, and I nearly confronted him (my grandmother had a stroke before this, and he was drunk and self-righteous that day). I was right there during that intense argument.

To clarify, I was not old enough to vote when this incident occurred, but the experience profoundly affected my perspective.

As a result, my relatives disowned me for my reaction. I was labeled Persona Non Grata for a year until my dear Lelang (Grandma in Chinese) passed away in December. This was before the term CANCEL CULTURE existed.

Now you understand why I keep my political beliefs as private as possible.

Third Point:

As an HR Practitioner, it's essential to remain objective even when you have differing opinions from other employees.

HR should adopt a Middle of the Road (MOR) approach since we are seen as influential figures within the organization.

If you attempt to impose your political choice on employees, it reflects poorly on you, and they may perceive you differently. It is acceptable to express support for a candidate but do so wisely.

You must advocate for respecting each employee's political views and positions, even if they differ from your own. You need to be impartial, listen to their reasoning (regardless of your personal views), and accept that they may firmly defend their choices if criticized.

Criticizing their candidate openly compromises respect for your position. As Edwin Ebreo stated, it is within your rights to share and persuade your audience. However, boundaries must be clear and must not infringe on employees' rights to choose based on their beliefs.

As noted in a comment from the discussion initiated by Sonnie Santos, HR can assist employees by guiding them to evaluate each candidate, their political platforms, and other aspects in a non-political manner to help them make informed choices.

Remember: Diversity encompasses not only differences in education, upbringing, sexual orientation, and values but also the political affiliations and beliefs of every employee in the organization.

Fourth Point:

This is a one-time event (or rather a 1 1/2-month process until a winner is declared) where we exercise our right to vote and select our future leaders who will govern us for the next six years.

Whoever emerges victorious will lead us, regardless of whether we approve of the new occupant in Malacañang by July 2022. We are committing to six years, and it can be costly based on our collective decision or what the majority chooses.

Fifth Point:

According to one of our participants, HR can evaluate the qualifications of candidates similarly to how they recruit people for the company.

While it is true that our profession allows us to review and determine candidates suitable for any vacancies, and we could apply this to assessing our choices for the Philippine President, I had to point out that we are also susceptible to recruitment biases when evaluating people for positions, which makes our assessments not entirely accurate.

Let me conclude this blog by quoting a statement from a banner (in Tagalog) I saw while engaging in my usual weekend warrior activities:

Paalala: Ang Gobyerno ay Tao, Ang Tao ay Gobyerno, Ang Politiko ay Hindi Gobyerno.

About the Author:

Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com