How to Manage Political Tensions in the Workplace
October marks a monumental time in 2024 as we not only begin the final quarter of the year, but simultaneously enter into the final month of this year’s Presidential election. We’re consistently reminded of the heightened political tensions across the country, and for many, these tensions are manifesting in the workplace. Unfortunately, the workplace is not immune to national politics, and talking politics in the workplace can create some tricky situations for employers. As we navigate these murky waters, Flex HR has some recommendations on how to manage political tensions in the workplace.
Acknowledging the Tension at Work
Let’s start with the basics. It’s hard to address a problem without acknowledging that there is one. If your company is aware that political tensions are impacting the workplace, address the tensions in a company meeting, or ask your managers to address it within their teams. Equip your managers and colleagues with some clear rules about how to engage. As Flex HR Consultant Steve Lovig advises, “make it clear that all discussions, including political ones, must be respectful, inclusive, and accommodating of diverse views.” It’s also important that company policies are applied uniformly, and that preference for one ideology is not allowed over another – intentionally or not.
Creating Boundaries for Expressing Political Views in the Workplace
It’s unrealistic that employees will avoid discussing politics in the workplace completely, especially as we are in the heat of election season. It’s equally unrealistic, and even detrimental, to ban political discussions within the office. As Stephanie Neal from SHRM states, “if HR teams simply ban political discussion from the workplace, they risk making employees feel silenced, disengaged and distrustful of leadership.” It is thus particularly important to create some boundaries for how, where, and when politics are brought up at work. It’s reasonable to ask employees to limit political expression that might affect productivity or customer interactions. For example, Lovig suggests that employers “can ask an employee to remove a political button while on duty, but not a bumper sticker on their car parked in your lot.” Some employers may choose to develop a Politics in the Workplace policy that will clearly outline what is an is not appropriate in a business context.
Respecting Off-Duty Activities
While entirely appropriate to limit political expression in a business context, it’s inappropriate – and in many cases illegal – to punish an employee for political activities conducted outside of work. In a world where the lines between personal and professional are often blurred, employers must protect employees from retaliation and discrimination for personal activities. And if employers fail to do so? They may violate both state and federal laws.
Remove Political Pressure from the Workplace
In addition to retaliation or discrimination, applying political pressure to employees in any way must be avoided. There is no scenario where political harassment in the workplace should be tolerated, and there are laws to prevent this from happening. It is illegal to threaten job consequences based on how anyone votes, and federal laws, such as the Voting Rights Act, forbid coercion or intimidation related to voting. In the heat of an election season, leadership and managers, in particular, should be aware that pressuring employees to vote on an issue or candidate, even in subtle ways, is prohibited in the workplace.
There’s no way around it: employers must perform a balancing act when it comes to discussing politics in the workplace. But there is a way to do this right! By encouraging discussion that is grounded in respect and curiosity, employers will create an environment where differing opinions are welcomed, and where colleagues seek to understand each other rather than to argue. It takes a concerted effort to foster a culture where this type of dynamic flourishes, and the team at Flex HR has experienced consultants who can pave the way. Reach out today to learn more!
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