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Managing Politics in the Workplace

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Managing Politics in the Workplace Managing Politics in the Workplace Political divisions are playing out in communities and the other half bitterly disappointed. The political divide and workplaces across the U.S. in the lead-up to the in the country - and in the workplace - is likely to increase 2020 election. The nation is divided across partisan lines rather than dissipate in the wake of the election. and tensions are on the rise. At Diversity Best Practices, we recommend addressing politics in the workplace If not managed effectively, talking politics in the proactively. It may be a climate of heightened political workplace can provoke discord and animosity and create division, but it is also a competitive labor market and a destructive workplace culture. Creating a workplace companies are working hard to attract and retain valuable that values different perceptions and opinions is a core talent. element of diversity and inclusion, and we believe political affiliation should be viewed as just another dimension of The growing political polarization in the workplace is employee diversity. already impacting employee productivity, morale and turnover. SHRM’s 2019 Politics at Work survey found political conversations in the workplace are increasing and causing conflict among employees: Today’s employees and consumers ●56percentofemployeessaythediscussionof expect companies to take positions on political issues has become more common in social and political issues. the past four years Many of the policies that are currently being debated in ●44percenthavewitnessedpoliticaldisagree- the lead up to the 2020 election are tied to deeply held ments in the workplace personalandculturalbeliefs,forexample,issuesrelatedto social justice, abortion, LGBTQ rights, gun ownership, and ●42percenthavepersonallyexperiencedpoliti- the environment. For people holding beliefs on either side cal disagreements in the workplace of these issues, the stakes are high. They want to know what their employer, or the brand they buy from, is doing ●34percentsaytheirworkplaceisnotinclusive abouttheirissue.AGlassdoorsurveyfound62percent of differing political perspectives ofworkersexpectemployerstotakeastandonimportant issues affecting the country and their constitutional rights. ●12percentofemployeeshavepersonallyex- Accordingtoa2019reportbyGlobalStrategyGroup,79 perienced political affiliation bias percentofconsumersexpectcompaniestoengageon politicalandsocialissues,and87percentsaytheycan make a difference when they do. An Edelman Earned TheSHRMsurveyfoundnearly1in5Americanshave Brandreportshowedthat64percentofAmericansthink quitajobinthepastfiveyearsduetotoxicworkplace CEOs should take the lead on change rather than waiting culture-costingU.S.companiesanestimated$223billion for the government to impose it. in turnover. In response, corporate leaders are increasingly using Glassdoor’s2020PoliticsatWorkSurveyfound57 their influence and reach to take highly visible political percent of employees have talked about politics at work; andsocialpositions.Forexample,numerouscompanies 25percentsaidtheywouldconsiderleavingtheircompany united to oppose a proposed HB 2 law that prevented if they felt outnumbered by co-workers with differing transgender people from using bathrooms that match their political points of view, and 21 percent said they would not gender identity, arguing that it discriminated against the want to work with a co-worker who votes for a presidential LGBT community. Patagonia donated the entire $10 million candidate they don’t like in the 2020 election. it saved in through the Trump Administration corporate taxbreaktoraiseawarenessforclimatechangeand The outcome of the 2020 election has yet to be decided, support organizations that are committed to protecting and but one thing is clear: whichever party wins, the results will preserving the environment. Lyft teamed up with March leave half of the country feeling vindicated and triumphant forOurLivesorganizersin50U.S.citiestoofferfreerides DIVERSITY BEST PRACTICES 1 topeopleplanningtoattendtheevents,committingapproximately$1.5 million in one day to support the cause. Nike made Colin Kaepernick the focusofits30thanniversary“Justdoit”campaign.Thecampaignsparked a national debate, and although Nike stock initially plummeted, it quickly rebounded, and soon after the campaign launched, hit an all-time high. Historically, corporations have been mostly quiet about social and political issues. But that is changing as the world intrudes more on the workplace. Corporate leadership on topics such as social justice, immigration and climate change can improve financial performance and increase brand value. At the same time, failure to engage can negatively impact reputation and alienate key stakeholders, including employees, customers and the general public. The goal isn’t about Creating space and guidelines for convening open dialogue and discussions taking a position, it’s about opening up a To develop inclusive work environments, many organizations have already initiated ‘courageous conversations’ around sensitive and uncomfortable dialogue. Getting topics,includingrace,religion,andsexualorientation.Theseinitiatives employees to talk civilly areincreasinglybeingexpandedtoincludeconversationsaroundpolitics and the growing partisan divide. Political conversations are already and respectfully in a safe happening in the workplace, and we need to find ways to introduce civility space can diffuse and dive into these conversations from a place of curiosity and respect. tensions, facilitate better A recent survey from Pew Research Center found that Democrats and understanding, and help Republicansholdnegativeviewsofoneanother:55percentofDemocrats build a genuinely and62percentofRepublicanssaythoseintheopposingpartydonot share their non-political values and goals. Although a bit cliche, it is true inclusive workplace. that we almost always have more in common with each other than it may seem on the surface. Therefore, it is critical that workplaces offer as many opportunities as possible for employees to make connections and build relationshipsbeyondtheonestheyknoware“safe.” There are many activities you can use to facilitate these conversations. OnepowerfulandyetsimpleexampleistheAllThatWeSharead campaign launched by TV2 in Denmark. The ad features 80 Danes from all walks of life (e.g. people new to the country and people who have lived there all their lives, working class people and wealthy people). In the commercial, participants are asked a series of yes or no questions. If they answer yes to the question, they are asked to step forward, creating new, unexpectedgroupsthatshareacommonvalueorexperience.Someof the questions are lighthearted (e.g. were you the class clown?) and others morepersonal(haveyoueverbeenbullied?).Theoutcomeoftheexercise wasthatpeoplefromallwalksoflife,genders,sexualities,ethnicities,and religions, were able to find commonalities across multiple areas of their lives. THE KEY TAKEAWAY: It is important to allow employees the time and space to share their stories and perceptions in both formal and informal ways. Despite political differences, we can almost always find common ground and discover ways in which we are similar and share certain valuesandexperiences. DIVERSITY BEST PRACTICES 2 Top Companies awkwardness and actively seek to dialogue on key social and Convene Courageous understand different perspectives. politicalissues.Morethan60,000 Conversations employees have participated In a climate of increasing in courageous conversations, Guidewell created a structured social and political tension, the including the company’s board of forum for employees to talk openly Hispanic Latino Network (HLN) directors, global senior leaders and about the societal divides that at Novartis recognized they local market presidents. impact them in their communities could play an important role in and at work. The company’s building awareness and knowledge Cisco spoke up to oppose the Courageous Conversations around issues related to DACA WhiteHouse’sexecutiveorder sessions have been held around (Deferred Action for Childhood and travel ban from predominantly topics including race, religion, Arrivals). To spark a meaningful Muslim countries and provided sexualorientation,andpolitics dialogue, the HLN invited four employees who were impacted with and civility. From the outset, the DACA program recipients from the legal resources. Company leaders company’s ERGs played a lead community to share their stories. addressedtheexecutiveorderin role in planning for, organizing, and The event helped debunk common a special Cisco Beat all-employee convening the sessions. Although stereotypes and misconceptions broadcast dedicated solely to the GuideWell’sexecutives,including associated with DACA, and was topic.Theexecutiveleadership the CEO, are very involved in effective in building empathy team was on hand to answer the forums, serving as sponsors, and understanding. Participants questions. The purpose was to facilitators and panelists, ERGs heardfirsthandaccountsofthe educate, listen, and respond, and gather input from employees around experiencesofDACArecipients, make sure employees felt heard and the topics to be addressed, lead the their fears surrounding deportation, supported. Attendance for the Cisco discussions, and serve as panel and how hard they work to get and Beat indicated employees were members. stay in school and build meaningful eager to learn where the company and successful lives, despite facing stood on the issue. The broadcast
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