As we near the 2024 United States presidential election, it can be hard to ignore all of the political chatter arising throughout the workplace. While these conversations can certainly be enlightening, political viewpoints tend to be deeply personal, and for many, are often rooted in their core values and beliefs. Having strong opinions toward one candidate or political party, then, can sometimes lead to misunderstandings, discomfort, aggression, and even discrimination.
As a leader, it’s important to know where to draw the line. Is it okay for employees to wear a MAGA hat during a Zoom call or hang a “Harris Walz” sign in their cubicle? What about sharing political cartoons in Slack or forwarding election news stories to coworkers? Can you ask colleagues who they’re voting for over coffee in the break room?
“As we move into the fall, there will be even more discussion around the presidential and congressional elections,” says Joelle Murchison, CEO and founder of EMG, a DEI and leadership consulting firm. “Organizations must begin now to set forth guidelines for employees regarding sometimes challenging political issues. If you have them, remind employees of existing company policies and procedures around what is appropriate for the workplace. This should address limiting political attire, solicitations, political messages in email signatures, use of company time and property in support of a candidate, and the like. If companies don’t have these policies in place, it is a good time to establish and communicate them.”
Below, we addressed a few different scenarios to help you manage political discourse and maintain a respectful workplace environment ahead of the coming election.
Should You Ban Political Discussions Altogether?
When it comes to talking politics at work, many try to avoid the subject altogether. In a recent Monster poll, about two-thirds of workers said they are not comfortable discussing politics in the workplace — some of whom even said they would rather get a cavity filled.
To prevent any discomfort or even discrimination, some companies may choose to ban any and all types of political discourse — no hats, no signs, no emails, no chit chat. While this decision may give some employees a sigh of relief, it can also cause others to feel silenced, disengaged, and/or distrustful of leadership.
“It’s impossible to ban all political discussions,” Murchison says. “Employees will find ways to have conversations. In fact, they may have very productive conversations with colleagues they have established relationships with.” The key, she says, is to provide ground rules for political discussions, such as:
- Start with respect and care
- Listen with empathy
- Demonstrate your curiosity
- Share your story
- Assume positive intent
- Do not try to change the person’s mind or force a conversation
- Be prepared to find common ground, something you agree on or identify with
How Should You Respond to Inappropriate Behavior?
One of the biggest challenges employers must overcome is when political discussions turn ugly — something that unfortunately happens more often than you might think. A few examples of inappropriate behavior may include:
- Pressuring employees to share their political beliefs — about two-thirds of workers have felt pressured to share their political beliefs at work, whether it’s with a coworker, during a group meeting, while interacting with a client or vendor, or even during discussions with their manager.
- Holding an employee’s views against them, even on a subconscious level — one in three workers have negatively judged another coworker based on their political beliefs.
- When political discussions interfere with an employee’s ability to complete their work in a timely manner.
- When political discussions turn aggressive, either verbally or physically.
- Damaging or violating the property of the company or the property of an employee.
Misconduct of any kind is a serious issue that must be promptly addressed before it gets any more out of hand. When misconduct occurs, teams can suffer from reduced productivity, low morale, and even legal issues.
“Employers must take immediate action if political discussions turn inappropriate or discriminatory,” says Jess Munday, co-founder and people and culture manager at Custom Neon. “This may involve providing polite communication training, going over the organization’s anti-discrimination guidelines again, and making sure there are defined channels for grievance reporting and resolution. Upholding a professional atmosphere requires encouraging frank and courteous communication while enforcing penalties for policy infractions.”
Should Your Company Take a Political Stand?
In today’s polarizing political environment, some companies may feel obligated or pressured to take a stand on certain political issues or show support for one party or candidate ahead of an important election. This approach could strengthen loyalty among employees and customers who share the same beliefs. But it could just as easily backfire. In fact, a Monster poll found that about one in two workers would consider leaving their job if their company openly expressed political beliefs that they disagreed with. In addition to employee turnover, taking a political stand as a company could have negative repercussions on talent acquisition and even on business if candidates, customers, or clients don’t hold the same political beliefs.
“To preserve a positive work atmosphere, it is often advisable for company leadership to take a neutral stance on political issues,” Munday says. “It is important to be open and honest about the company’s beliefs and how they fit with company processes without backing any one political candidate or political party.”
Will the Election Affect Employee Engagement and Productivity?
Strong political beliefs and the stress leading up to Election Day may take a toll on people’s wellbeing, which could seep into the workplace. “The stress from a divisive election can indeed impact employees’ mental health and productivity,” Munday says. “Employers can support their staff members by offering mental health resources, such as counseling services or mental health days. Promoting candid conversations about stress reduction and a healthy work-life balance can also help mitigate the negative impact of election-related stress on workplace dynamics and employee engagement.”
Even after the election results are finalized, employee engagement and productivity may continue to be impacted in the weeks or even months following. “Don’t be surprised if some people are a little glum for a little while,” says Richard Birke, chief architect at JAMS Pathways, a dispute resolution provider. “Assuming your organization has wellness benefits, this might be a good opportunity to remind everyone on your team to take advantage of them.”
On the opposite end of the political spectrum, Birke says, ”The winners of the election may want to celebrate in small and large ways. That may trigger strong reactions. If possible, gather everyone before the election and acknowledge that some people will be happy and some not, but one person’s win is a colleague’s loss, and the need to get the job done requires that people mute celebrations before they happen.”
Let Monster Help You Choose the Right Candidate
Politics aside, it can be challenging finding the right candidates for the positions you’re hiring for as an employer. To help you develop a winning strategy, try Monster’s Recruitment Solutions, where you’ll gain access to best-in-class tools, receive expert recruiting advice, and stay up-to-date on the latest hiring trends.