Political Ping-Pong

With the 2024 u.s. presidential election around the corner, talk of politics is a constant on our televisions, in our social media feeds, and around our dinner tables. What happens when those discussions enter the workplace? Surveys consistently show that political discussions at work increase anxiety and decrease productivity. This is not a new issue; over the last several election seasons, the American Psychological Association unsurprisingly found that employees feel stress and anxiety when politics are discussed at work. It is not realistic for most organizations to say avoidance is the answer. Employers committed to diversity, equity and inclusion must consider how to ensure feelings of belonging are maintained during politically turbulent times. Here are some frequently asked questions:

How can we utilize our diversity, equity and inclusion policies to inform decision-making around political speech in the workplace?

It is wise that you are working toward maintaining inclusion as the focus instead of banning talk of politics at work. While you can discourage political conversation, it is naive to think you can avoid it altogether. When political stakes are high, it is important to restate your commitment to an inclusive culture and ensure that everyone at the organization knows their role in fostering a sense of belonging.

If your DEI plans, goals, and vision have not been regularly shared, this is a good opportunity to review and discuss. Encourage employees to continuously ask themselves: “Will this conversation increase or decrease feelings of inclusion with my colleagues?” Unconscious-bias training focused on all intersectional identities will help coworkers rethink how sharing their political opinions may affect others, and can discourage politically divisive conversations. To go a step further, remind employees of the anti-harassment policies in your company’s handbook, and point out that while political speech isn’t banned, anything that interferes with a psychologically safe work environment must be addressed.

How can I ensure that employees feel comfortable reporting political talk that makes them uncomfortable or interferes with productivity?

Taking a transparent approach and leading with authenticity can be helpful in uncertain times, and may encourage employee-to-manager dialogue. Be honest with your staff . Acknowledge the stress that is no doubt felt regardless of political affiliation. You’ll need the training, language, and tools to effectively handle conflicts as a people leader. However, while you need to be prepared to effectively resolve issues as they arise, keep in mind that your actions speak louder than your words.

As a manager, are you being authentic in contributing to an inclusive culture? Does your
company have policies or practices that may contribute to distrust? Listen, learn, and be aware. While restating your diversity, equity, inclusion, and belonging commitments is encouraged, your awareness of the current company culture, your own speech, and your organization’s involvement in the political scene may inform your employees’ feelings of safety much more than a well-written statement.

Our workplace has a diverse employee population representing many different intersectional identities. It is clear there are assumptions made about the political beliefs coworkers may (or may not) have based on conscious and unconscious biases. As an employer, how do we encourage employees to look beyond this and connect authentically?

It is common to make assumptions based on preconceived notions or how colleagues show up in the workplace. To combat this, provide opportunities for coworkers to make interpersonal connections through employee resource groups and mentoring relationships. When genuine connection is made between humans, it is difficult to maintain biases and easier to find common ground.

Designing programs and professional experiences in which employees share with and learn from each other — regardless of gender identity, intersectionality with race, national origin, age, economic diversity, physical ability, or sexual orientation — will allow for dialogue and can encourage respect and genuine affinity.

What are some best practices to create inclusion after Election Day?

Elections have real consequences. Prioritizing mental well-being after a political event or consequential election is key. Employees may experience trauma based on the people or policies ushered in after an election.

Those feelings are real and should be respected. Continue to lead with empathy, authenticity, and inclusivity front and center. Consider allowing folks to work from home (or not at all) in the days
following the election. Listening to employees’ needs and finding a path forward together is a positive way to put your DEI commitments into action.