How to keep political and social discussions civil in the workplace
Johnny C Taylor Jr.
US TODAY. Taylor is President and CEO of the Society for Human Resource Management, the world’s largest human resource society, and the author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
Questions are reader-submitted, and Taylor’s answers below have been edited for length and clarity.
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Question: I run a company with almost 200 employees. In recent years, many political and social debates have found their way into our workplace and impacted our morals. The murder of George Floyd, the recent repeal of Roe v. Wade, the 2020 election and school shootings have resulted in highly contentious interactions among our employees and even caused some work stoppages. Some companies have banned certain issues among their employees or tried to remain neutral. Is that even realistic? How can we address some of the divisive issues without necessarily taking sides? – Avila
Answer: Banning a specific subject, like politics, is not a realistic option for jobs. Workers will always be talking about the most pressing news of the day – lately that means politics. As an employer, you certainly value a variety of ideas, but you also want to avoid counterproductive conflicts. Suppressing employee communication in an area can signal that you don’t value the opinions of your employees, or worse, your employees themselves.
Suppressing conversations at work is not a good idea in many ways. Additionally, the National Labor Relations Board protects these talks when they target political parties and their labor policies. Under NLRB regulations, employers may not prevent employees from discussing workplace conditions such as salary and benefits.
So how can you address this issue without necessarily taking sides? Begin by reiterating your company’s values and commitment to a diverse, inclusive workplace. Create a workplace code of conduct with expectations for respectful communication if you don’t already have one.
Many leaders don’t want midterm election distractions as it could hurt productivity. Here are a few steps you can take to limit distractions and reduce heated discussions in the workplace:
• Engage the conversation and encourage respectful discussion. Set the tone for professionalism in the workplace.
• Teach positive communication and conflict resolution to show what it looks like when colleagues disagree.
The goal should be to promote understanding between colleagues, not to win an argument. Ultimately, people should be able to disagree politically or otherwise without being uncomfortable.
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I’ve had some negative experiences with my company’s human resources department. It seems that they put the interests of my employer ahead of the employees at every turn. Is the human resources department responsible for the interests of employees? – Meena
I’m sorry you had a negative experience with your HR department. They should represent the common interests of employers and employees. When your HR department handles situations differently than expected, they’re not necessarily putting the employer’s interests ahead of yours.
Many employees may not be aware of how laws affect every aspect of an employee’s relationship with a company, from the hiring process to the benefits and compensation provided to the handling of performance issues and conflicts – even termination. Human Resources is responsible for ensuring the protection of the rights of its employees as set forth in federal, state and local laws. For example, Title VII of the Civil Rights Act prohibits employers from discriminating against candidates and employees on the basis of prescribed characteristics such as race, sex, national origin and religion. HR professionals need to be vigilant as they work at all levels of the organization to ensure they comply with applicable laws.
Outside of compliance, HR, like most departments and positions, is typically tasked with achieving business goals, such as: B. Supporting the operations, profitability and growth of the business. They often work to achieve goals by developing policies and practices, hiring qualified employees, providing fair benefits and compensation, and participating in and developing strategic initiatives to help employees continue to perform at their best in a professional environment.
A good HR team should represent the interests of the employers and also have a good understanding of the expectations and preferences of the workforce. Without a viable, functioning company, workers’ livelihoods are at risk. Conversely, a good HR department should also understand the value of employees. CEOs consistently cite talent as a top priority, even ahead of raising financial capital. Recruiting and retaining employees should therefore also have top priority for the HR department.
It is possible that in your situation there is a very good reason why you made a decision or took action that you felt was in the employer’s favour. If they’ve communicated it clearly, then ask. Asking clarifying questions in a non-confrontational manner can help you better understand why decisions are being made and can help you build a more trusting, open, and honest relationship with your HR team.