Case Study: How Citrix uses its corporate voice for social change  

Challenge

Like most companies, Citrix wanted to support its employees while staying non-committal on social issues. But a perfect storm of events helped Citrix to find its corporate voice for social change.

In June of 2015, Marriage Equality was recognized in the US. Followed in 2016 by the Pulse Night Club shooting in Orlando and HB2 in North Carolina, coined the “Bathroom Bill” which compelled facilities containing single-gender washrooms to only allow people of the corresponding sex as listed on their birth certificate. In 2018, India’s Supreme Court struck down Section 377, a colonial-era law that outlawed same-sex relations. The culmination of all these events impacted Citrix’ LGBTQ employees and their families. At the same time, in 2017 the Trump administration issued Immigration orders that restricted some Citrix employees from traveling to visit their families and restricting their family members from visiting them. Then in May 2020, the U.S. was rocked by the murder of George Floyd. At Citrix, and around the world, companies called for action against discrimination and racial injustice, not only for George Floyd, but for the many others who had been unjustly treated.

Action

At Citrix Diversity and inclusion is not just a set of events or a check-the-box exercise. It’s engrained in who they are and the way they work every day. Citrix employees live their corporate values of integrity, respect, curiosity, courage, and unity. These series of events, set Citrix on a journey from being a passive bystander to leader who uses its voice for social change.

First, the company benchmarked their social competency and support for their employees by participating in numerous Best Places to Work surveys. Earning them Best Places to Work designation on multiple fronts, including: Fortune Magazine’s 100 Best Companies, Great Place to Work, the Human Rights Campaign’s Corporate Equality Index, India Workplace Equality Index, Employer Support of the Guard and Reserve, Disability:IN Disability Equality Index, and Saramount’s Best Company for Multicultural Women, Best Company for Dads, 100 Best Company, and Inclusion Index Company for leading in the areas of paternity leave, childcare, flexible schedules, and more.

They also signed on to 11 Amicus Briefs to the US Supreme Court (Three on employment non-discrimination and five on Immigration). They developed a strategy for social justice and racial equity, and joined numerous business coalitions, and open letters with other business leaders.

Result

According to a recent Forrester survey of 600 U.S. adults, 47% of all respondents (and 51% of Gen-Z) associate the social, environmental, and political views of CEOs with those of the businesses they lead. In fact, 35% say they’re more likely to trust brands when they take a stance, with 43% favoring companies that do so on social, environmental, and political issues. 

By signing on to amicus briefs and by joining groups like HRC’s Business Coalition, Equality Means Business and Freedom for All Americans, they have shown the incredible power corporations have to further equality.