In the wake of the assassination attempt on former President Trump, and as political convention season kicks off, HR leaders will likely be dealing with a spike in political conversations in the workplace. This is the ideal time for HR to revisit workplace behavior policies, including how such standards are enforced and the culture that enables—or inhibits—workplace civility.
“It’s crucial for HR departments to take proactive steps to maintain a respectful and inclusive workplace,” says Anton Gunn, leadership expert and former senior advisor to President Barack Obama.
Gunn, along with the 937 Strategy Group, commissioned the recent State of Workplace Injustice Report that highlighted the “pervasiveness and impact of injustice on our workforce.”
Two-thirds of the more than 600 respondents nationwide surveyed said they have experienced workplace injustice—which researchers defined across six dimensions, including bullying, incivility and harassment. Yet, more than 80% of employers failed to act on these instances.
“This inaction can exacerbate political divides and lead to a toxic work environment,” Gunn says.
Before workplace behavior policies can be successfully strengthened, HR leaders need to double down on company culture. For instance, open forums for employees to discuss diverse topics and viewpoints—“in a structured and respectful manner,” Gunn says—can fuel a culture of inclusivity while also allowing the workforce to tackle immediate political tensions bubbling up.
This culture should enable employees to feel empowered to report instances of injustice, Gunn notes. This can be supported by HR assessing leaders for how they handle issues related to workplace conflicts and holding them accountable for improvements.
It’s “essential,” Gunn says, for HR leaders to “revisit and reinforce” workplace behavior policies in light of the current political climate. HR should ensure such policies are clear, easily understood and include a framework for handling conflicts in the workplace.
“Companies should encourage employees to document specific incidents and emotions,” Gunn adds, “which can help create a foundation for addressing issues constructively.”
In turn, HR must take any complaints about violations of workplace behavior policies “seriously and respond decisively,” Gunn says.
Given that the political climate is only likely to get more tense in the coming months, conflict resolution and leadership training should continue, he adds.
“Training managers and supervisors to handle these political discussions with sensitivity and fairness to ensure that all employees feel heard and respected is imperative during these heightened times,” Gunn says.
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