Politics in the Workplace

Background

In an era of increasing political polarization, the workplace is not immune to the tensions that ripple through society. Political discussions, once confined mainly to the personal sphere, now frequently spill over into professional settings, potentially leading to division, stress, and employee conflict. 

Political discussions between co-workers and with or in front of clients and customers aren't the only situations that create an undesirable climate for some workers. An August 2024 SHRM study on civility in the workplace shows that more than half of the U.S. workforce believes the workplace is uncivil, and over 62% of workers shared that their manager ignores uncivil behavior in the workplace. 

According to a recent survey, bosses and leaders who bring politics into the workplace contribute too. 

• The findings revealed that more than half (59%) of survey respondents believe their manager's political beliefs influence their management style and decisions. A quarter said they have either left a job or have wanted to leave their job because of their boss's political beliefs.
• The survey also found that a company's politics can extend outside its current workforce and influence a candidate's interests. Nearly one-quarter (23%) of people have decided not to apply to a company's job listing because of the company's political stance, and 10% of people have chosen not to apply to a job because of a company's politics on more than one occasion, according to the report.

The statistics regarding political impacts on the workplace resonated with leaders who joined a recent Roundtable conversation. They see some of the same challenges firsthand in their organizations.

Meg Riedinger, Director of Learning and Development at Yieldstreet, recalled June 2022, when Roe v. Wade was overturned by the Supreme Court. They were aware of the impact this decision had on their employees and knew many were having emotionally charged political conversations.  This awareness led them to create a safe space with the support of their Women’s Employee Resource Group (ERG) around the topic of women’s reproductive rights. They used the Women’s ERG as a platform to create a safe space after work hours to have discussions  about the decision and provided additional internal and external resources to employees.  

Leveraging ERGs as a way to reach employees and provide psychologically safe spaces for open discussion and educational opportunities is an example of how organizations can address politics in the workplace.

The first step in addressing political impacts in the workplace is recognizing that they exist. Avoiding or ignoring the influence of politics can lead to unspoken tensions that fester and grow. Instead, acknowledge that employees may bring their political beliefs into the workplace and can influence their interactions, decision-making, and overall job satisfaction. Acknowledging this reality creates an environment where open dialogue is possible.

Actions Organizations Can Take to  Navigate Political Tensions in the Workplace

Here are specific recommended actions that we have seen work across various organizations:

Promote Open Communication

• Open and honest communication can defuse tensions before they escalate. Encourage employees to engage in constructive dialogue rather than avoid difficult conversations. 
• Create safe spaces, such as a digital environment which allows anonymity or diversity and inclusion workshops, where employees can share their perspectives without fear of retribution. By promoting open communication, you can help employees better understand each other's viewpoints and reduce misunderstandings.

Implement Clear Policies

• Having clear, well-communicated policies around political discussions and behaviors in the workplace is essential. 
• Policies should outline what is and isn't acceptable, ensuring that everyone understands the boundaries. For instance, while political expression is a right, it should not interfere with work performance or create a hostile work environment. 

Focus on Common Values and Goals

• While political views may differ, employees often share common values and professional goals, such as integrity and achieving team success or delivering quality work.
• Encourage your team to focus on these shared objectives, reminding them that their primary purpose at work is to contribute to the team’s success. Highlighting common goals can help bridge the gap between differing political beliefs and foster a sense of unity.

Provide Training and Resources

• Offer training on conflict resolution, diversity, and inclusion to help employees navigate political tensions effectively. These programs can equip your team with the tools and strategies they need to manage disagreements constructively. 
• Providing access to resources such as counseling or mediation services can help employees resolve conflicts that arise from political differences.

Navigating political tensions in the workplace is a delicate task, but with the right strategies, it's possible to maintain a respectful and harmonious environment. By fostering a culture of respect, promoting open communication, implementing clear policies, and providing the necessary training and resources, you can help your team manage political differences effectively. Remember, a workplace prioritizing respect and collaboration will weather political storms and thrive despite them.