Best Practices for Handling Political Discussions in the Workplace

We can definitely agree that 2020 is the year of the “New Normal”. Learning to navigate tense political discussions in the workplace can be added to the list of new challenges we face. As we have seen the long-awaited poll returns come in, the results are clear: we live in a world with deep political polarization. It is inevitable that these opinions will seep into the workplace.  But how do we as HR professionals handle these discussions in a way that does not cause friction or division in the workplace? The answers are not easy.

Lack of respect…

Many HR professionals have found that individuals are less likely to respect people with differing political beliefs. “I have seen people who’ve really had to avoid conversations (with co-workers) because their political views are so dramatically opposite,” says Julie Moore, an employment attorney for Wellesley, a Mass-based Employment Practice Group. She adds that she is seeing trends like these lead to workplace bullying. That being said, avoiding the creation of a toxic work environment should be HR’s primary goal.

How can HR mitigate the risk of the situation before it becomes toxic?

With post-election tensions running high, there is no “one size fits all” solution. But where should an organization start? The answer is simple: direction should start at the top.

 Organizational messaging from Leadership

Consider a message to all employees from your CEO or Head of Human Resources that acknowledges the challenges of the election and encourages employees to take the high road. This will clearly demonstrate your Organization’s commitment to a culture of mutual respect that emphasizes the importance of corporate values.

To take it one step further, it is important that leadership walk the talk. Modeling the desired behavior as a leader is important. Keep in mind that in times of stress, employees carefully watch the words and actions of leadership.

Another best practice to adopt would be to have your HR department provide guidance to your organization’s managers on discussion facilitation. Encourage managers throughout your organization to reiterate leadership messaging by acknowledging feelings and passions that may be running high currently. Reiterating core values and company policies regarding harassment, bullying is important also. This will remind workers of the importance of not allowing political differences to become disruptive. All the while being mindful not to share their own political views to open the door for more unnecessary discussion that could cause unwanted division or tension in the workplace.

Other Considerations

While it may be difficult to curb the discussions, avoid opportunities to fan the flames.

• Consider keeping political programs off the television in the office, including those in the breakroom.

• Steer conversations in meetings away from politics or keep the discussions to the more generic aspects of an issue.

• Limit or ban visual displays in the office such as campaign collateral

• Discourage unnecessary political banter, being mindful that it doesn’t appear to be censorious while making sure that the goal of avoiding hurtful or aggressive language is expressed.

Culture of Respect

Harassment is a word that often thrown around too easily these days. However, according to Employment Legal Expert, Jennifer Rodriguez the law safeguards people from harassment based only on protected specific classifications such as race, age, and gender. Although these classifications are spelled out, this doesn’t mean that an HR department isn’t within their rights to insist on a mutually respectful work environment. Language that is offensive to others or negatively impacts working relationships will not be tolerated. Creating a culture of mutual respect and consideration is the bottom line.

Michael Timmes, Senior Human Resource Specialist at Insperity said it best.

“We Respect the Diversity of Opinion. At the end of the day, we value what everyone brings to the Organization. But we also tie back to the fact that IF behavior does not follow our policies, there will be accountability.”

Regardless of your position, ideology, or feelings; We must be certain of one thing, that above all, we must hold ourselves accountable for the words and actions we make in relation to politics in the workplace.

– Marina Benner in collaboration with Amanda Locke, Training & eTracking Solutions

Citations

Bradley, Diana. The Dialogue Project Draws a Map Back to Civility. 5 Oct. 2020, www.prweek.com/article/1696408/dialogue-project-draws-map-back-civility.

Feldman, Bob. Don’t Let Election Passions Roil Your Workplace. 7 Oct. 2020, hbr.org/2020/10/dont-let-election-passions-roil-your-workplace.

Milligan, Susan, and Jennifer Rodriguez. How Should HR Handle Political Discussions at Work? 28 Feb. 2020, www.shrm.org/hr-today/news/hr-magazine/spring2020/pages/political-talk-in-the-workplace.aspx.