I recently had an employee burst into my office, “I feel targeted and ostracized!” I had a good idea why.
Earlier that day I witnessed a passionate and intense discussion in the staff lounge about the most recent political headlines dominating the news. Something to do with unrequited and unconditional love that one world leader had all but declared for another by some accounts “strong and powerful” leader; and something about how some recent tax legislation had adversely impacted one’s income.
While the discussion was quite stimulating and provocative, the red team, as it were, seemed to be out informed, and out talked.
I struggled with whether or not I should have redirected the discussion at the time noting that this employee seemed particularly rattled by one of the blue team’s striking parallel between the current political climate and the Netflix series, A Handmaid’s Tale; but in the moment I could not see a clear line between freedom of speech and a hostile work environment. So I hoped for the best. After all, the National Labor Relations Act clearly prohibits me as an employer from banning employees from discussing the terms of their employment; and much of this spirited discussion was directly related to income, the utmost term of employment.
Even though our First Amendment right to freedom of speech is protected in public companies and municipalities, it is not protected in most private companies unless your employees, like mine, work in one of the few states where political affiliation is a considered a protected class. While a political diversity discussion among employees can be healthy and informative, when does it become a liability and how can it be managed and measured against one’s constitutional rights to freedom of speech.
In this case a cautionary suggestion to the aggrieved employee to refrain from any further political discussions in the break-room or otherwise may be wise in the event the other side feel equally “targeted and ostracized” seemed to dispel any notions of crying foul.
Regardless of whether your employee’s favorite political hero is red, white, black, or orange, here are some tips to share towards maintaining a cohesive, safe, and productive environment for all:
First and foremost, promote a culture of respect from the top down
Regardless if an employee resides in a C-suite or the reception desk, beliefs and values are visceral, and we are all entitled to them. Encourage respectful exchanges of beliefs without fear or intimidation. An environment where employees are allowed to share without fear of reprisal encourages crucial conversation, which is key to a progressive organization.
Proceed with Caution
Know your team. Political discussion can be risky. An employee who is disciplined or terminated may attach the action to an unrelated comment or opinion that has been previously shared in the heat of a political debate, “I feel targeted and ostracized.” While sharing openly can be the first step to engagement, remember that what you share may not be as important as how you share it.
Know when enough is enough
If you are an environment that encourages respectful debate, remind employees to be cognizant of social cues, and know when their colleagues are uncomfortable. There is no need to be aggressive or mean spirited, it’s just politics. As a leader, do not hesitate to redirect any discussion that becomes aggressive, disrespectful, or threatening in any way.
Review your policies for consistency
As we approach the mid-term elections of all mid-term elections, reiterate your policies around the use of electronic communications, harassment, cultural sensitivity, and even dress code, while a “Make America Great Again” t-shirt and accessories may be fashion to some. It may send another message to your customers and patients who may prefer fashion that can be seen and not read.
Remember your role as a manager
You have a responsibility to provide a safe comfortable environment. The First Amendment does not exempt you from creating guidelines and boundaries for employees to adhere with respect to political discussions. Also, you are obligated to mitigate disruptions that impede your organizations progress that can include such discussions.
A political discussion in the workplace does not have to be any more politically incorrect than a discussion about the Superbowl when supported by a base of respect, inclusiveness and sensitivity, all of which are characterizations of a progressive organization.
