While politics never goes away, the intensity of an election brings the debate into much sharper focus. It is sensible for employers to be on the front foot in providing boundaries for the conversation (if there is any) within the workplace.
A survey just published by Perceptyx surveying 2,300 Australians found that one in three workers are experiencing workplace conflict involving political opinion; surprisingly to some, majority of Gen Z workers are not actively engaging in political or activist conversations, while it is true that Gen Z are more aware than the other generations they are not particularly driving the political discussions in the workplace.
From a drop in productivity to having to go through a disciplinary process, losing a member of staff to suffering reputational damage through a provocative social media post, there is the potential for many knock-on effects of a political argument at work. So how can you get ahead of the problem?
To Ban Or Not To Ban?
While a productive workplace will see employees come primarily to work rather than chit-chat, conversation is inevitable and part of your culture that binds the team together.
Many people prefer not to talk about politics in work anyway. If some of your team are comfortable bringing it into the conversation though, it will, in most circumstances, be over the top to ban political discussion completely. It’s not great for staff morale and could even be seen as going against basic rights to free speech and expression especially If you have some Agitators in your midst though, you can provide a steer regarding political discussion along the lines of:
- Work not being an appropriate place to get drawn into long and heated political discussions.
- Nor is it okay to push views on others or conduct any grassroots campaigning.
- Respect other people’s right to their own opinion.
- It is fine to disagree with someone, but still have a civil, professional relationship with them.
- Be wary of making personal or professional social media posts that could be perceived to bring the company into disrepute.
- If people can’t abide by these guidelines, you may ban political discussion and invoke disciplinary proceedings.
A good disciplinary and grievance policy will reinforce all of this if anyone oversteps the mark. We can review your current policies or prepare them for you if you currently have none in place.
On Election Day…
Of course, once all the talking (by the politicians) has stopped it is time to vote. This is a civic duty and while you are under no obligation to make any allowances for employees, it is good for democracy to provide no obstacle to their voting.
With polling stations open from 8am to 6pm, most workers should have ample opportunity to vote on 3rd May as it is a Saturday. However, those employees working in retail & hospitality will have very limited opportunities to vote so it would be best practice to educate all staff on their early voting rights that can be on the Australian Electoral Commission website Voting options – Australian Electoral Commission.
Here To Help
We are here to prevent people problems so if you find that your workplace is turning too political and would like some outside help, please do not hesitate to get in touch.