As the 2024 presidential election draws near, the topic of talking politics at work becomes increasingly pressing, reflecting the stark political polarization seen across America. This divide isn't confined to social media or news outlets but extends into the workplace, where individuals' political affiliations can swiftly classify them as red or blue, donkey or elephant.
Beyond the implications of employers' political stances, there's a critical need for workplace policies that address the broader challenges: employees feeling threatened, experiencing harassment or facing drops in productivity in a politically charged environment.
According to Glassdoor, around 36% of respondents would hesitate to apply for a job where the company's leadership supports a political candidate they disagree with, and about 31% would consider leaving their current job over such issues.
Among Gen Z workers, these numbers jump to 49% and 44%, respectively, indicating a significant concern over leadership's political endorsements conflicting with personal views.
These statistics highlight the essential need for employers to develop and enforce clear policies surrounding talking politics at work. Such measures are crucial not only for respecting diverse political beliefs but also for ensuring that discussions do not lead to hostility or distract from productivity as the 2024 presidential election approaches.
The amount of U.S. workers experiencing political tensions at work has increased substantially in recent years, according to a Society for Human Resource Management (SHRM) Politics at Work Study. In fact, the study found almost half of the respondents had gotten into a disagreement with a coworker while talking politics at work.
While there is some variation in the rate of political conversations at work based on whether your team is in-person, hybrid or fully remote, on average, over a quarter of workers (26%) engage in political conversations with their colleagues.
Employees often believe the First Amendment gives them the right to say anything they want to at work. This is in fact, untrue. It protects citizens from government action that limits speech, but it doesn’t prevent private employers from restricting employees from discussing politics at work.
While you, as a private employer, are permitted to regulate workplace political expression, you do have to be careful not to run afoul of the National Labor Relations Act. Section 7 of the Act allows employees – even those in private, non-union workplaces – to meet for purposes of collective bargaining or other mutual aid or protection. It can be hard to distinguish when regulating political speech crosses the line into what could be perceived as attempting to thwart employees acting together for their mutual benefit.
Say, for example, an employee tells colleagues a preferred candidate will raise the minimum wage and comments about ways such a move could benefit the company’s workers. If it could be argued that a minimum wage increase could, indeed, improve their work environment or their situation as employees, it could be considered protected Section 7 speech.
Small business owners and managers can’t afford to ignore the potential for employees to get into loud, passionate disagreements about political candidates and positions. And, before an ugly situation bubbles up, they should know tactics to prevent it. Yet a July 2022 Gartner survey found one in four organizations do not provide any of the resources, including tools and training, that employees need to help manage workplace tensions.
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While appropriately regulating political speech in the workplace keeps performance and productivity from declining and prevents employee discussions from crossing into bullying or harassment, you can achieve that goal without being heavy-handed. This eight-point checklist will help you maintain a productive and civil workplace:
Engaging with an HR professional can provide you with tailored strategies to effectively manage and potentially limit employees discussing politics at work without infringing on employee rights.
For instance, creating a thoughtful email or bulletin from your leadership team can significantly impact the workplace atmosphere. Such a message should acknowledge the current political climate's intensity while emphasizing the organization's commitment to fostering an environment of mutual respect and harmony.
By doing so, you reinforce the importance of maintaining professional decorum and focus on shared goals, despite differing political views.
It's crucial for managers to possess the ability to identify and defuse potentially volatile situations before they escalate. Providing managers with specialized training can empower them to navigate these delicate scenarios adeptly. This includes guiding political conversations away from contentious areas and towards the organization's core values and policies that emphasize unity and a supportive workplace culture.
Moreover, managers must be educated on the intricacies of the National Labor Relations Act (NLRA) to discern when political discussions venture into areas considered protected activities. This knowledge is vital not only for maintaining a respectful environment but also for safeguarding the organization against legal vulnerabilities.
Proper training in these areas ensures that managers are prepared to handle politically charged conversations with both sensitivity and legal awareness, thereby protecting the company and its employees.
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It's imperative to consistently remind employees, regardless of their rank or work location, that the organization has a zero-tolerance policy towards disrespectful behavior. This principle holds true for remote employees, as well as those working on-site. Emphasize the importance of adhering to the company's established anti-harassment, anti-bullying and anti-discrimination policies.
This approach not only fosters a healthier work environment but also reinforces the seriousness with which the company treats compliance with its conduct policies.
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Make sure they know how to report such issues. Take every complaint seriously, investigate fully and be ready to take relevant action.
Require anyone who wishes to share political information – even something as seemingly innocuous as offering to help colleagues figure out where their polling places are – to get the organization’s permission in advance. Or you may choose to implement a no-solicitation policy that prohibits any distribution of political material at work.
Consider a dress code that addresses political attire employees may or may not wear in the workplace, whether in virtual meetings or on the physical premises. If you apply a dress code policy, make it all or nothing.
In other words, allowing supporters of one political party to wear t-shirts bearing the preferred candidate’s slogan but preventing the opposite party’s supporters from promoting their candidate, in the same way, could be problematic.
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Avoid using your position as a leader at your organization to suggest that employees consider voting a certain way “because it would be good for business.” While some states permit employers to make voting recommendations to employees, using intimidation or threats of layoffs to coerce an employee to vote a certain way is both wrong and illegal.
What's more, your company leadership's political views may negatively influence retention rates. A 2024 ResumeHelp survey found that 37% of workers know their current bosses’ political affiliation and 25% have either left a job or wanted to leave their job because of their boss’s political beliefs.
In some organizations, employees are level-headed enough to engage in talking politics at work with each other without the conversation devolving into an argument. While many employers choose to play it safe by making all political dialogue off-limits, others believe their employee team can talk about politics and stay within appropriate boundaries.
If this is the case at your workplace, allowing open conversation and idea-sharing can enhance all employees’ knowledge and understanding of complex political issues. If your workplace supports such dialogue, consider communicating the boundaries you expect employees to observe.
While good intentions and good policies help, you can’t force employees to avoid political talk at the office if they’re determined to engage co-workers in such discussions. Protect your organization by working with your management and HR teams to create an approach that minimizes risk by focusing on and encouraging a culture of understanding and mutual respect.
As political discussions become increasingly common in workplaces across the nation, it's essential for employers to foster an environment where all employees feel respected and heard—without sacrificing productivity or workplace harmony. At Axcet HR Solutions, we understand the challenges you face in balancing these dynamics, especially during a high-stakes election year.
Our team of HR services experts is here to support you with customized solutions that protect your business and promote a positive work culture. From compliance advice to conflict resolution training and comprehensive HR policies, Axcet is your partner in navigating the complexities of talking politics at work.
Don't let political tensions disrupt your team's cohesion or your company's success. Schedule a consultation with Axcet HR Solutions today to learn more about our services and how we can help you manage political discussions with tact and professionalism. Let's create a more inclusive, productive workplace together.
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