With the election fast approaching, political tensions at work are ramping up and continuing to cause issues for employees and employers alike. Disagreements and heated discussions continue to arise in businesses across the country, causing many employers to brace themselves for tensions to continue intensifying. No matter which side of party lines employees fall on, they are more willing than ever to express their political opinions on the job. However, this can create hostile environments that result in lower productivity, an increased risk of lawsuits, and even the potential of “political-related harassment in the workplace” – not necessarily a legally actionable claim. This is a growing concern for employers and employees alike that is crucial to address.
As a legal commentator and media personality, my passion is cutting through the noise and educating the general public on the latest news in employment law, workplace trends, and policies. I am here to explain how to navigate this complex terrain and defuse political bombs as tensions reach a boiling point in workplaces nationwide.
Watch a Related News Appearance: KTLA-5 Morning News – 08-18-24 – Discussing Politics at Work w/ Angela Reddock-Wright, Legal Analyst
How Are Political Tensions at Work Impacting Workplaces?
The Society for Human Resources Management (SHRM) released a civility index on August 7th that discovered U.S. workers currently endure more uncivil acts in their daily lives than they did three months prior, with more than 201 million acts daily, a 171 million increase from May.
On average, it also found that U.S. workers personally experienced or witnessed over one act of incivility every day (1.22), which comes out to over eight acts weekly (8.51). Out of a 100-point scale, SHRM also discovered that workplace-level civility dropped to 36.3 (a two-point drop from May.)
Politics is seemingly more heated than ever, so it is not entirely unexpected that political tensions at work are creating more issues of potential incivility and hostility in the workplace. Further worsening matters, heightened tensions, divisive rhetoric, and blurred lines between personal and professional lives have greatly influenced a growing trend of expressing political views in the workplace.
This, ultimately, has given rise to more frequent uncivil interactions and, in some extreme cases, varying forms of alleged political harassment in the workplace (not necessarily a legally actionable claim)and even potential issues of discrimination.
While political tensions are far from new, the intensity in recent years feels unprecedented, and employers must learn how to navigate the turmoil that results from political expression in the workplace and, if possible, how to keep politics out of the workplace altogether, or at minimum, to keep it within the bounds of civility.
A significant influence has been the prevalence of social media. While social media has become an echo chamber, it is also a crucial line of connectivity in the modern world. As it slowly becomes the primary vehicle for social interaction, it has made face-to-face interaction more difficult and complex.
Are businesses prepared to navigate the choppy waters of political tensions at work? The reality is many are not. While this may make employers uneasy, it’s essential to understand that this presents an opportunity to improve their internal culture for themselves and their employees.
Related Article: Angela Reddock-Wright – Legal & Employment Law Commentator Weighs in on Discussing Politics in the Workplace
Why Employers Must Know How to Handle Political Tension At Work
Employees will continue to become more vocal about their political and other beliefs, and if employers do nothing, political tensions at work could intensify, and employees could become more emboldened in expressing their political views.
If employees and employers don’t have a solid plan of action or their culture is already toxic, these intensified emotions could cause more and more people to express polarizing political views in the workplace, resulting in hostility and a higher risk of lawsuits.
These tensions are hurting more than the culture and atmosphere in businesses.
SHRM also discovered that U.S. organizations collectively lose over $1.2 billion in reduced productivity every day due to politically charged uncivil behavior and $828 million daily due to politically charged absenteeism.
Just as importantly, political tensions at work impact retention. Monster conducted a poll in July that reported that about half of workers (51%) would consider leaving their role if their employer openly engaged in political expression in the workplace.
Still, before taking any drastic action in response to political expression, employers should always thoroughly investigate the issue at hand. Otherwise, they expose themselves to the risk of a lawsuit. For employees, it’s crucial to understand their rights in these situations.
Related Article: Talking Politics at Work: Legal Commentator & Legal Analyst Angela Reddock-Wright Joins KTLA to Discuss
How to Reduce Political Tensions at Work
Employers can and should leverage several tactics to minimize political tensions and avoid political harassment in the workplace. One of the first ways is to create and implement clear policies for respectful behavior and political discussions that set explicit expectations.
These policies should try to keep politics out of the workplace as much as possible. For example, banning political apparel and paraphernalia in offices that directly or indirectly advocate for a particular candidate could be a great start.
In addition to implementing these policies, employers can also issue reminders about political attire and paraphernalia. Clearly communicate consequences if employees or managers fail to adhere to these policies. Still, it’s impossible to entirely eliminate talking politics in the workplace.
Employers need to, first and foremost, understand and accept that these conversations are going to occur, so creating a concrete policy on it is of the utmost importance.
Employers should also create guidelines and best practices to put employees on the right path, including how to respond when political discussions arise. These can include different methods on how to avoid political conversations at work tactfully.
For example, employers can encourage employees to walk away, pivot to a different subject, or directly say they don’t want to engage when someone starts talking politics in the workplace. Remind employees that this applies to formal meetings, water cooler conversations, and lunchtime discussions.
Lastly, employers must remember that modeling the appropriate behavior starts at the top. Before engaging in a conversation, employers and employees alike should ask themselves: Is it appropriate to talk politics at work? The answer, usually, will be no.
Thought Leader, Media Personality, Professional Speaker, & Legal Commentator on Navigating Political Tension at Work
Understanding the laws revolving around political tensions at work is crucial for both employees and employers. For employees, it is essential to have a grasp on their protections; for employers, this information could help protect them from lawsuits and maintain productivity. I am an expert on the nuances of discussing politics in the workplace and all aspects of employment law and am uniquely positioned and qualified to provide expert insight and analysis on all employment law issues. These issues can be complex, so you need a seasoned legal professional to shed light on them. My passion is being a beacon in uncertain times of transition that provides that light.
Employment Law Thought Leader & Professional Speaker on Political Tension at Work, Employment Law Trends, and Breaking Employment Law News
In the current climate, understanding how to navigate and assuage political tensions at work is crucial for employees and employers alike. I am a former employment and labor law attorney turned mediator, ADR, and conflict resolution specialist who believes it is crucial to stay current with groundbreaking changes to employment law for employees and employers alike. My passion is educating the general public on recent developments in employment law and the workplace trends that impact them as a thought leader and legal commentator. As such, I am uniquely qualified to address the issue of discussing politics in the workplace. My more than 20 years of experience as a media legal analyst and contributor led to my radio show on Tavis Smiley’s KBLA Talk 1580, “Legal Lens with Angela Reddock.” I also am a regular speaker and blogger on employment law and issues related to the workplace.
For media inquiries, please reach out to josh@kwsmdigital.com.
For more information regarding mediation and dispute resolution resources for both employees and employers, let’s connect on LinkedIn for new updates or contact me here. You may also follow me on Instagram.
This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city.