Many CEOs have spoken out over the past two weeks to share their thoughts on race and police misconduct in America. What would have been extraordinary only a few years ago — a corporate leader weighing in on a divisive political issue — has now become expected. As such issues rile their employees and customers, corporate chiefs are taking positions on topics ranging from LGBTQ rights to gun control and climate change—a phenomenon we have called “CEO activism.”

But CEOs have yet to advocate for policy solutions for police reform, focusing instead on their own corporate and personal values. Corporate statements in response to the death of George Floyd have explicitly rejected racism and discrimination (Coca-Cola), condemned intolerance and harassment (Boeing), and recommitted their organizations to build more a diverse and inclusive culture (BlackRockIBM). Some corporate leaders, including Kenneth Frazier, the chief executive of Merck, and Mark Mason, the chief financial officer of Citi, adopted a more personal tone, drawing on their own experiences as Black men in America. Such statements can be important declarations of purpose and intent.

However, these pledges to improve their own organizations won’t be enough to reform the troubled interplay between race and law enforcement in America. Tens of thousands of protestors across America are calling for tangible and speedy change, bolstered by the overwhelming support of Americans, according to recent polling. With cities and states already launching reform efforts, and Congress unveiling new legislation last week, corporate leaders will be on the hot seat once again. They will be asked to offer more than their empathy; in fact, there are already calls to do more. In addition, we expect their stakeholders will call on them to deploy their political firepower to the fight to pass contentious legislation.

We’ve seen CEOs do this before. Apple’s Tim Cook publicly opposed the Religious Freedom Restoration Act (RFRA) in Indiana and Dick’s Sporting Goods CEO Ed Stack not only pulled guns off the shelves of his stores, but also advocated specific proposals for strengthening gun laws. CEO activists in North Carolina worked behind the scenes on legislation to repeal controversial House Bill 2.

The pressure to take action will only grow. Employees and customers are increasingly focusing on what companies do, not just what they say. Take Toyota, which has long cultivated a reputation for environmental leadership but was roundly condemned for joining President Trump’s challenge to California’s move to set more aggressive automobile pollution standards. Contradictions between a firm’s brand and political strategy are lightning rods not just for activists, but increasingly for corporate stakeholders.

The only way to address systemic racism is to change systems. But how many CEOs will work to change the system by advocating for bodycam mandates, chokehold bans, and other specific reforms suggested by Campaign Zero8 Can’t Wait, or the Justice in Policing Act? Will they write supportive op-eds and tweets — or align their political spending to pressure legislators to pass policing reform bills? It’s not as if corporations don’t already spend billions of dollars at all levels of government advocating for policies that they believe are in the best interest of their organizations, ranging from changes to intellectual property law to tax reform.

The challenge is that very few companies have a direct economic stake in the success of the movement to end police brutality. While a more inclusive and just society could drive long-term economic growth, this year’s profits will not rise or fall based on the success of police reform efforts. The only way companies will prioritize fighting for police reform and against systemic racism will be if their employees, customers, and investors demand it and hold them accountable.

While CEOs can endeavor to change the culture of their own organizations and offer innovative products that expose and address systemic racism, lasting change must also involve our political institutions. CEOs who are serious about rooting out racism and reforming the justice system need to make it a priority not just in their communications strategy, but in their political strategy as well. Absent such advocacy, even the most “woke” CEOs risk being targets of activists, the most vocal of which will probably include their own employees.