HR must handle politics at work by establishing clear, legally compliant policies, fostering a culture of respect, and training managers to address conflicts promptly. While private employers have significant control over workplace conduct, they must be aware of federal and state laws that protect certain employee activities and expression.
Develop and communicate clear policies
HR should create and maintain clear, well-defined policies regarding political expression in the workplace and include them in the employee handbook. These policies should clarify acceptable behavior without making employees feel silenced or disengaged.
- Specify rules on company resources. Explicitly prohibit the use of company equipment, such as computers and email, for political campaigning.
- Address visual displays. You can establish a neutral dress code that bans political buttons, posters, or clothing, provided the policy is applied consistently and does not target protected union messages under the National Labor Relations Act (NLRA).
- State expectations for social media. Create a robust social media policy that clarifies that online conduct leading to workplace disruption or reputational harm may have consequences, even if it happens off-hours.
Respect legal protections
While the First Amendment protects citizens from government censorship, it does not apply to private employers. However, HR must navigate other critical labor laws:
- National Labor Relations Act (NLRA): This act protects non-supervisory employees’ rights to discuss their terms and conditions of employment, which can sometimes involve politically charged topics like minimum wage or workplace discrimination.
- State laws: Be aware of state and local laws, which may offer additional protection for employees’ political activities or affiliations. Some states also have “off-duty conduct” laws that protect certain employee activities outside of work hours.
- Equal Employment Opportunity (EEO) laws: Political discussions can quickly involve topics related to protected characteristics, such as race, religion, or gender. If the conversation devolves into harassment or discrimination, EEO laws apply, and HR must intervene.
Train managers and supervisors
Managers are on the front lines of political discussions and require specialized training to handle these situations fairly and legally.
- Remain neutral. Train managers to avoid expressing their own political opinions to subordinates, as this can be perceived as pressure or intimidation.
- Address disruptive behavior. Focus on holding employees accountable for disruptive or harassing behavior, not their underlying political beliefs. Frame the intervention around violations of company policy, such as creating a hostile work environment or hindering productivity.
- Listen and de-escalate. Encourage managers to listen to employee concerns without judgment. They should be prepared to de-escalate conflicts before they turn hostile.
Foster a culture of respect and inclusivity
The most effective long-term strategy for handling workplace politics is to build a strong, respectful, and inclusive culture that reinforces civil dialogue.
- Reaffirm company values. Regularly remind employees of the organization’s core values, reinforcing the expectation of respect for all colleagues, even amid disagreements.
- Create safe channels for discussion. Offer third-party mediation, appointed ombudspersons, or employee resource groups where employees can discuss sensitive issues constructively and safely.
- Provide conflict-resolution training. Equip all employees with skills to engage in respectful conversations and resolve conflicts.
- Focus on the mission. When political tensions rise, refocus employees on their shared purpose and business goals to remind them of what unites them professionally.