October 2024Cover Story Politics HR

Let's Talk Politics  With Election Day fast approaching, here’s how HR leaders can navigate challenges that arise from polarizing discussions at work.   By Maggie ManciniPolitical polarization has made its way to the workplace, and as Election Day draws near, political discussions—and disagreements—are hard to avoid. In response, HR leaders must tread through complex topics, supporting employees to be their authentic selves in a safe environment. More than one in three (36%) U.S. workers have had colleagues or managers express political opinions that made them feel uncomfortable, according to research from Brightmine. With the final weeks of the election cycle ramping up, here’s how HR leaders are navigating these challenges. “Discussing political views in the workplace can be complicated to navigate,” says Jill Domanico, chief people officer at Submittable. “Our past approach has been to ensure that all parties involved are comfortable engaging in such conversations. This way, we respect each other’s boundaries and avoid putting anyone in a position where they feel pressured to discuss politics or other personal topics at work.” If colleagues decide they are comfortable discussing polarizing topics, Domanico says that Submittable’s HR leaders ask them to consider where the discussion is happening. Rather than bringing up politics during team meetings, she says, employees should opt for a more informal conversation in an external setting—while out for lunch, grabbing coffee, or having a social remote check-in. “We believe in fostering an environment where everyone feels safe and valued, and we encourage our employees to be their authentic selves,” says Annie Rosencrans, people and culture director at HiBob. “That said, we also ask our people to be mindful of how their opinions may affect others, ensuring that discussions remain respectful and inclusive.” Indeed regularly communicates guidance and resources with employees to promote a neutral workplace and ensure discussions are not disruptive or violate any of the organization’s core policies, including its code of conduct, anti-discrimination policy, and anti-harassment policy, says Kelly Joscelyne, the company’s vice president of business aligned HR functions. Randstad’s recent Psychological Safety Survey finds 29% of hybrid workers feel political conversations have a greater impact on productivity than remote and in-person workers. At the same time, 70% of respondents feel that political conversations do not harm their productivity, says Melinda Randolph, executive vice president of North American human resources at Randstad. “One of the most impactful pieces of advice I give to executives, managers, and staff is to be considerate of those around you,” Domanico says. “As a global organization, we must be mindful of differing opinions and comfort levels when speaking out about political issues.”Navigating Politics: Generational DifferencesResearch from HiBob finds that 62% of younger workers fear their political views could damage their relationship with their manager. Rosencrans explains that younger workers feel that engaging in political conversations could detract from their focus and productivity at work. This apprehension impacts Gen Z employees in several ways, she says. For one, they tend to be more cautious in their interactions with managers, over-censoring their opinions to maintain a positive relationship. This need to conceal their views, Rosencrans says, can lead to disconnection and disengagement. “In a volatile job market, young employees are less inclined to leave their current positions over political differences with their managers,” Rosencrans says. “However, HiBob’s study reveals that millennials and younger workers are increasingly likely to avoid accepting new roles in the first place at companies with political views that conflict with their own.” Research from Indeed finds 40% of younger workers would consider resigning over political differences in the workplace. Joscelyne says this divide exists because younger workers are actively seeking employers that align with their values. “Young workers value and even expect psychological safety and inclusivity as a core function at work, and they are willing to leave a job if these needs are not met,” she says. “HR leaders can help cultivate belonging by clearly communicating guidelines and expectations for conversations at work.” Gen Z and millennials are more likely to want to discuss politics at work than older generations—and Gen Z is more likely to experience a dip in productivity as a result, according to research from Randstad. “Employers can benefit from fostering an atmosphere where employees feel safe to express their opinions without fear of repercussions, which could, in turn, enhance productivity and overall workplace harmony,” Randolph says.Belonging Despite Differing Views“For most organizations that prioritize collaboration, creating a divide among their employees is the opposite of what they want,” Domanico says. “Division causes distraction, which doesn’t help organizations achieve their goals, build the best products, or support their customers.” Establishing, encouraging, and maintaining a culture of respect is vital to navigating these challenges, she says. This looks like expecting different values, views, and opinions, and steering away from things that could be portrayed as a personal attack on someone’s beliefs. As Election Day approaches, designating a forum for employees to express political views—such as a town hall or regular slot during team meetings—can be beneficial, Rosencrans says. This can help ensure a respectful and productive workplace with the impending election chatter.When it comes to dealing with controversial political topics in the workplace, protecting mental health, encouraging open communication, and respecting work-life balance are non-negotiable, Randolph says. Workplaces that prioritize these elements are more productive and promote a keen sense of belonging, which improves employee retention.“HR leaders often face the challenge of balancing human emotion with tough workplace decisions,” Joscelyne says. “This can become even more challenging when controversial topics like politics are involved, as HR professionals must navigate their own personal feelings while striving to foster a respectful and neutral work environment.” The company’s mission can be helpful when determining how or when to speak about sensitive topics, given that this is a main reason why an employee might join the company. HR leaders should set clear guidelines for workplace behavior and express empathy towards all viewpoints, Joscelyne suggests. “Remember that political conversations will inevitably happen at work, whether we want them to or not,” Randolph says. “As a leader, be prepared to address or guide those conversations so they are handled in a way that aligns with your unconscious bias and diversity and inclusion statements and training.”Recognizing Diverse Perspectives“Organizations can support employees with polarizing viewpoints by prioritizing collaboration, inclusion, and building an environment of respect that prioritizes psychological safety,” Joscelyne says. Here are other ways that HR leaders can support employees with polarizing viewpoints or those experiencing conflicts at work due to political beliefs.

Encourage communication between employees and leadership. Domanico says that Submittable encourages its employees to reach out to HR or their manager if they are uncomfortable about a particular conflict and need support. Leaders should set guidelines for political engagement in the workplace. They should also consider making space for employees to engage in their political interests outside the workplace, Joscelyne says.

Recognize that employees may be feeling anxious. While organizations may not be able to provide employees with all the support they need internally, Domanico says that employers should have external resources available—like employee assistance programs—to share with employees.

Establish safe spaces for employees to discuss political issues. Employee resource groups (ERGs) and mentorship programs can help facilitate empathy-driven discussions, Rosencrans says. “Emphasize the importance of expressing differing opinions to foster an inclusive and diverse company culture,” she says. Providing a space for employees to express their viewpoints and addressing conflicts with empathy is also important, Joscelyne says.

Model respectful communication. Culture is created from the top down. Leaders should set the tone for inclusive political discussions by communicating respectfully with colleagues and avoiding inflammatory language, Rosencrans says.

Implement policies to support employees navigating political conflicts. Each generation has a different opinion on whether workplaces should implement policies on political harassment. “Workers are not aware of what policies are in place to help guide them with political conflicts. They do not know what’s appropriate to discuss in the workplace and need help facilitating these conversations,” Randolph says.

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