NYAMU: Managing and navigating political conversations at work

HR professionals will likely say from experience that the simple answer is “no.” Uncontrolled political conversations can damage coworker relationships and lead to allegations of discrimination or harassment.

Such discussions disrupt a harmonious work environment, which should remain a neutral space for collaborative goal achievement.

While some topics can foster healthy debate, differing opinions can also result in unhealthy arguments.

However, this doesn't mean there should be a blanket ban on emotionally charged discussions; the key is to manage them constructively to maintain a positive workplace atmosphere.

How do political impressions and personal biases impact employees?

Someone driven by bias isn’t seeking compromise; it's fight or flight. Personal biases—quick mental shortcuts for efficient thinking—affect everyone.

Without educating employees about recognizing and managing their biases, both political and otherwise, building the trust necessary for effective collaboration becomes challenging.

For example, what should be done if employees overhear colleagues joking about a controversial political issue or encounter a disagreeable article or website while discussing work?

Talking politics in the workplace might seem like a simple issue to tackle, but the logistical headaches start with defining political speech and only continue from there, making one-sided enforcement impractical and frustrating.

While the Labour Relations Act 2007 protects employees’ right to political speech, it doesn’t supersede private businesses’ right to enforce policies covering employee behaviors. With few exceptions, political speech and its aftermath fall in the category of employee behavior.

How can HR take a proactive approach to politics in the workplace?

Maintaining a completely politics-free workplace would necessitate minimizing personal interactions, which can hinder the connection and engagement employees need for mental well-being.

While a politics-free environment is unrealistic, proactive strategies can foster trust and collaboration despite differences. Here are a few to begin with: -

1. 1. Promote Emotional Intelligence

Strong political views don't indicate low emotional intelligence, but expressing them at work can lead to inappropriate reactions without proper self-control. According to Daniel Goleman, emotional intelligence comprises five pillars:

• Self-Awareness: Understanding one’s emotions, including those influenced by personal biases.

• Self-Regulation: Controlling emotional impulses and thinking before acting.

• Motivation: Pursuing long-term goals over immediate gratification.

• Empathy: Recognizing and valuing others' perspectives without questioning their motives.

• Social Skills: Applying emotional intelligence principles in social interactions and helping others do the same.

1. 2. Establish a Policy on Political Speech and Activity

Create a written policy outlining permissible and impermissible political speech and activities to set clear expectations.

Examples of prohibited activities may include:

• Political conversations on work premises are not protected by the LRA;

• Soliciting or campaigning at work;

• Sending political emails using company resources;

• Wearing political attire to work;

• Decorating workspaces with political messages.

Emphasize that your company values each team member's individuality and perspectives without discrimination or retaliation based on political affiliation.

1. 3. Monitor and Intervene Proactively

Responsibilities include:

• Preventing disruptions that impact the work environment, customer service, or team performance;

• Ensuring all employees feel comfortable and welcome;

To address potential issues:

• Lead by example, adhering to no-politics rules from leadership down;

• Avoid making jokes about controversial topics;

• Refrain from discussing politics with subordinates, even if beliefs align;

• Stay engaged with your team and listen to their conversations;

• Intervene early if political discussions arise, reminding employees that such discussions belong outside the workplace;

• Train leaders to recognize and handle discrimination and harassment issues effectively;

• Investigate all complaints thoroughly and follow up with appropriate actions.

Summary

Discussing politics at work can harm relationships, productivity, and workplace culture.

As a private employer, you can regulate workplace discussions in line with the Labor Relations Act. Provide a welcoming environment for all employees and protect against harassment and discrimination complaints.

Highlight the significance of active listening and empathy in discussions and encourage employees to actively seek and contemplate diverse viewpoints before responding.