Photo Credit: adamkaz
In any presidential election year, tensions within workplaces, communities, and households rise. Over the past decade, divisions within the US political landscape have reached a boiling point. Nineteen percent of 2022 survey respondents said that politics have hurt their relationships with their family and friends. Fifteen percent of US adult respondents to a 2021 survey said they have ended friendships over politics. Some of this stems from the polarizing issues at stake on the ballot, some of it stems from the intensified rhetoric exchanged between political candidates, and some of it stems from social media platforms and their tendency to promote and amplify existing angry political discourse (which notably includes content that spreads outright mis- and disinformation). Regardless of its source, the increased political division impacting our communities and culture is so intense that it is no surprise that this tension has also bled into the workplace.
While organizations may attempt to suppress political discussion during office hours, the truth is that it is unlikely in these trying times. Gallup uncovered the following in their 2024 survey:
“Nearly half of U.S. workers in February said they had discussed political issues with a coworker in the past month, and that has likely only increased as the presidential election has progressed. Naturally, these encounters are about twice as common among fully on-site employees (54%) as among exclusively remote workers (28%). However, rather than fall in the middle, hybrid workers (48%) report having such conversations nearly as much as fully on-site workers do.”
Under some circumstances, these discussions can educate or even bond colleagues. However, with these political tensions so heightened, they can lead to adverse outcomes. Most Americans across the political spectrum feel that “their side” is losing more often than they’re winning, and this sentiment builds up resentment which has manifested in some harsh ways in American public discourse. While political ideology is not federally protected against discrimination, persistent, harassing behaviors against someone related to their politics could create hostile work environment conditions that are illegal if they hinder work performance or are related to the colleague’s protected class.
Additionally, making disparaging comments about gender identity, race, sex, immigration status, sexual orientation, reproductive health choices, etc. can be workplace sexual harassment. Given the current political climate around these issues, workers should be advised that their political comments in the workplace may cross the line into workplace harassment, whether intentionally or unintentionally.
For supervisors and human resources departments, this political tension and its potential to impact the workplace is top of mind as we get closer to election day. In this blog, we are providing some recommendations for handling politics at work.
Make Use of Company Equipment Consistent
The following is from an ADP article:
“Employers generally have a right to prohibit employees from using company equipment and resources, such as work computers, email, and bulletin boards, for non-work related purposes. This includes company resources that are used to promote candidates, political ideas, and other non-work-related information. Make sure any restrictions are applied consistently and apply to all similar types of conduct. Clearly communicate these rules to employees in a written policy.”-Automatic Data Processing, Inc. (ADP)
 Consider Allowing Posters & Pins Within Reasonable Limits
Employees may feel seen and understood if the personal areas of their workspaces are permitted to reflect parts of their identity, which can include political causes. While employees may welcome this opportunity, it is well within the employer’s rights to set reasonable limits. Pins and other wearable political regalia should still adhere to company dress code policy, and none of these displays should violate non-discrimination or anti-harassment policy.
Reinforce That Employees Must Be Allowed to Opt Out of Political Conversation
While employees may choose to exercise their First Amendment rights to free speech by discussing politics, some may choose to opt out of all political conversations. As much as someone has a right to speak, they also have a right to not speak. If any employee feels incessant, demanding pressure to engage or listen to political discussion when they don’t want to, make sure all employees know that they can turn to their employer to support their wish to remain silent.
Express That Punishment for Differing Politics is not Permissible
When supervisors and their employees have differing political opinions, the existing power imbalance between the two can result in unfavorable results like coercion to express certain political ideas or face repercussions. If an employee expresses a political opinion that does not violate non-discrimination/anti-harassment policy, employers must ensure that supervisors don’t abuse their position to reprimand or punish employees for holding those stances.
Ensure Supervisors Understand Union Protections by the National Labor Relations Act (NLRA)
Labor unions are groups regularly sought after for support by political candidates due to how they can sway elections, particularly in swing states. For their part, the organized labor movement has its own personal investment in election outcomes due to what they can mean for issues that most concern them like labor rights, infrastructure, minimum wage, and OSHA regulations. Section 7 of the NLRA ensures protection for political activity for people aligned with labor unions for both union and non-union employers. All workplaces must make sure they have a thorough understanding of what is covered under the NLRA.
Maintain Commitment to Neutrality (If One’s Organization is Apolitical)
If an employer decides to be an apolitical entity, that same standard must be enforced across the board. Employers must emphasize a culture of respect, and employees will not feel respected if there is a double standard provided to some political ideologies at the company over others if they are meant to be an apolitical organization.
Offer Time-Off to Vote
While Election Day is still not a federal holiday, and while there is no federal law mandating that employers must offer employees time off work to vote, there are states that have their own voting leave laws. For employers residing in these states, make sure you are familiar with the legal requirements you must fulfill. For employers across the board, they should work to ensure that no colleague’s chance to perform their civic duty is suppressed. Every employee who wants to vote should have the opportunity to do so, and employers should make sure that action is possible for them.
Provide Mental Health Support for Colleagues Throughout Election Cycles
The American Psychological Association wrote this year about how politics can cause negative mental and physical health issues. The stresses associated with an election season only spike the closer constituents get to voting day, and the emotional fallout of putting all of that personal investment into a candidate that does not win can feel more distressing than a national tragedy. At every stage of the election year, employees should have the ability to access mental health resources if they choose, especially after an unwanted election outcome. Verify that adequate mental health services fall under your healthcare policy, so that employees know where to turn when they need them.
Have a RALIANCE Policy Review
If an employer still does not know where to begin in handling political tension at the workplace, AllVoices has provided a wonderful start for how to handle political incidents. If an employer is looking for further guidance, RALIANCE is happy to collaborate with them to create equitable and respectful policies to refer to during politically tumultuous times.
As we head into the final stretch of the 2024 election season together, we can set a standard for workplaces to ease political tensions and maintain workplace functionality.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. For more information, please visit www.RALIANCE.org.
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