How do we talk about politics at work without creating tension?

Bright Ideas by ColorVizion Lab is the go-to newsletter for people leaders transforming the talent experience. We answer the tough questions people leaders face daily—with straight talk and real solutions. Desiree Booker , CEO of ColorVizion Lab, answers this week’s question.?

?Question of the week: “How do we talk about politics at work without creating tension?”

The lines between politics and pop culture have been blurred over the last few election cycles, making it nearly impossible to keep political conversations out of the workplace. With social media giving everyone a megaphone, people are speaking out more than ever.

This shift has significantly impacted corporate diversity, equity, and inclusion (DEI) efforts. Conversations about representation, equality, and inclusion are becoming more common on platforms like LinkedIn and X (Twitter). As a result, people brace themselves for these conversations at work, whether they choose to engage or not.?

Here are a few key workplace stats that show these conversations can’t be ignored, according to a 2023 Glassdoor report :?

• 61 percent of full-time and part-time employees in the U.S. have discussed politics with colleagues at work.
• 50 percent of workers only feel comfortable sharing their political views with colleagues when it’s anonymous.
• 64 percent of workers said they feel supported when their company takes a public stance on an issue they care about.

Everyone wants a say. We’re living in a time where a former president is facing federal charges, the Democratic presidential nominee is a Black woman, and big Supreme Court decisions are impacting everything from reproductive rights to affirmative action. Plus, ongoing protests around racial justice, climate change, and international wars are sparking heated debates.?

It’s no wonder the political climate is seeping into employees' personal lives and work lives.

This puts people leaders in an interesting position. If companies can’t ignore political conversations in the workplace, how do they create a space where employees can respectfully engage with each other, especially when tensions are running high??

Let’s talk about it.?

?? Regulating political speech is like playing with fire?

With political conversations becoming more common at work, people leaders are left wondering: should we step in with formal policies, or is that just asking for trouble?

Desiree Booker, CEO of ColorVizion Lab, doesn’t recommend it.?

“Policing political conversations at work can open employers up to legal risks, like violating employees' rights to free speech,” she says. “Plus, it can have a damaging effect on company culture if employees start feeling censored or like the workplace is becoming too restrictive.”

Enforcing these policies would likely be a nightmare. It would be hard for leaders to implement them without introducing bias or showing favoritism toward certain groups. Desiree has seen this happen firsthand.

At a former company she worked for, the CEO held a town hall after the 2016 Pulse Nightclub shooting. He announced a $1 million donation to a relief fund for the victims, and while employees supported this decision, they were hurt that he never addressed another tragedy that happened around the same time when Philando Castile and Alton Sterling, two unarmed Black men, were killed by police.

Many Black employees felt alienated because the CEO failed to acknowledge their pain as well, highlighting the need for companies to take an inclusive approach when speaking out on tragic events.

“This is a prime example of how a company trying to get too involved in political affairs can seriously backfire,” Desiree says. “Sometimes, it’s better not to get involved at all if you’re not going to address things fairly.”

??How people leaders can encourage respectful communication?

Political conversations are going to happen in the workplace, there's no way around it. Instead of trying to silence employees or take sides, people leaders can create an environment where people feel heard and valued, even when opinions clash. Here’s how:

Listen carefully: People leaders should genuinely listen to understand different perspectives without judgment. This means paying attention, asking open-ended questions, and avoiding interruptions. When employees feel heard, they’re more likely to feel respected, even if opinions differ.

Pause before reacting: Political discussions can stir personal emotions, so people leaders should stay unbiased in these conversations and take a moment to carefully consider their responses. Avoid reacting emotionally or immediately and focus on understanding the core issues instead.

Use neutral language: Facilitating conversations with inclusive, neutral language helps avoid associating certain conversations with specific political stances. Frame the dialogue around shared values like respect, fairness, and collaboration.

Set boundaries: Establish clear guidelines that emphasize civility and respect, clearly stating what’s considered respectful and disrespectful language at work. While diverse opinions are welcome, conversations should align with the organization's values and never be offensive.

Provide ongoing training: Implement ongoing training sessions focused on respectful communication, cultural sensitivity, and conflict resolution. This will equip employees and leaders with the skills they need to navigate political discussions thoughtfully.

Implement programs that support mental health and well-being: Counseling services, stress management workshops, and mindfulness training can help employees cope with the emotional impact of political and societal events.

?? Balancing employee pressure and political neutrality at work

People leaders may experience instances when employees are pressuring the company to take a public political stance.?

The unfortunate reality is people leaders can't please everyone.?

While 64 percent of workers feel supported when their company takes a public stance on political issues they care about, 45 percent think employers should take public stances on political issues such as abortion, immigration, or LGBTQ rights, according to Glassdoor. ?

“If a company chooses to speak out on a sensitive issue, like abortion or international relations, employees will naturally expect similar statements on other hot-button topics, such as Black Lives Matter or #MeToo,” Desiree says.

These are active conversations Desiree is having with leaders. She recently spoke with the Global Chief Diversity and Inclusion Officer from a major corporation, who struggled with addressing the ongoing conflict in Gaza.?

Their company has employees in both Israel and Palestine, leading to a significant divide in expectations. Israeli employees felt frustrated by the company’s silence, while Palestinian colleagues urged the company not to comment, fearing it would put them at risk.

In situations like this, especially for global organizations with wide customer bases, finding a neutral ground is difficult.

“Focus on driving impact through community partnerships and being transparent with employees about your responsibility to serve all your employees and customers,” Desiree says.

Think about what your company stands for, what you want to be known for, and what communities you serve. Talk to employees to learn more about the issues they’re passionate about, how it impacts their daily lives, and their work.?

Then, talk to other leaders to assess risks. Whether you decide to publicly take a political stance or not, you should always remind people that the company is committed to fostering an environment where every voice is valued and respected.?

This means you need a solid talent and culture strategy that reinforces values of safety and belonging before, during, and after social issues arise. It’s a long-term, ongoing commitment. Not just a one-time conversation or public statement.?

??? Strategies for handling political tension without disrupting the workplace

Before tensions rise between employees, people leaders should participate in conflict resolution training to learn how to catch early signs of conflict, sharpen their listening skills, and mediate effectively. Knowing how to tackle issues directly can create a more harmonious workplace and set a positive example for their teams.?

If political disagreements do flare up between team members, people leaders will need to step in and keep things respectful. Here’s how:

Set clear guidelines for workplace chats. Stress the need for professionalism and respect. Let everyone know that heated topics like politics might be best left off the table if they lead to drama.

Intervene if discussions get heated. Calmly suggest a timeout for both parties to cool off before revisiting the topic. If the tension sticks around, consider one-on-one meetings to dive into each person’s concerns privately. This creates a safe space for honest dialogue.

Survey employees to understand how they feel about the work environment. Use anonymous surveys to understand their feelings about political discussions at work and gauge the topics that matter most to them. This can help tailor your approach to what your employees need.

Don’t forget about the power of empathy. Encourage your team to think about each other’s experiences that shape their beliefs. Fostering understanding is key to keeping the workplace positive. Plus, offering conflict resolution training can give everyone the tools they need to handle disagreements.

Focus on building an inclusive culture where everyone feels safe, respected, and heard. Companies need a strategic plan to foster true inclusion through the employee lifecycle. In today’s tense political climate, the workplace should be a space of balance and support, but this doesn’t happen without intentional effort from leadership.

It’s crucial to remember that there’s no single right way to handle political conversations in the workplace. Consider talking to colleagues at other companies to learn more about their experience mediating these discussions and best practices to give you new perspectives.?

Make employees feel comfortable voicing their concerns to management and give feedback to senior leadership. Work together to create an action plan moving forward that aligns with team members’ needs and the company’s goals.

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A strong internal communications strategy will make sure employees are informed, engaged, and aligned with company goals – especially when tensions are high.?

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