Talking politics in workplace

Hey there, time traveller!
This article was published 09/11/2024 (370 days ago), so information in it may no longer be current.

With all of the punditry and talk on both sides of the border of pending, possible and now completed elections, conversations around politics often come up naturally, even in the workplace.

However, political discussions — particularly in today’s charged climate — can turn divisive, creating discomfort or even conflict among colleagues. When these discussions happen in shared spaces like the lunchroom, they require tact, sensitivity and respect. For both employees and managers, it is essential to find a balance between allowing open dialogue and fostering a respectful environment.

Here’s a guide for how employees can manage political conversations in the workplace and how managers can monitor these discussions without overstepping boundaries or infringing on freedom of expression.

Understanding context

Conversations around charged political topics can evoke strong opinions due to personal and cultural backgrounds. For workplaces that prize inclusivity, these discussions need to be managed thoughtfully, as workplaces are microcosms of broader society, reflecting its diversity and challenges.

Recognizing when conversation crosses line

Political discussions can start off lighthearted or informative, but can quickly spiral into heated debates. Being aware of social cues and body language can help employees recognize when a conversation is becoming uncomfortable for others.

Pay attention to non-verbal signals: When someone begins to look visibly uncomfortable, fidgets, avoids eye contact or becomes uncharacteristically quiet, these are signs the discussion might be treading into sensitive territory. It’s a good practice to check in with the group or ask: “Is everyone OK if we continue this conversation?” If not, consider pausing or steering the discussion toward a less divisive topic.

Listening actively: Active listening is crucial. Instead of thinking of a rebuttal or counterpoint, try to understand the perspective of the person speaking. In Canada, where freedom of expression is valued, listening with respect helps prevent discussions from becoming confrontational and instead fosters a learning opportunity for all involved.

Respecting boundaries: Every workplace has boundaries about what’s considered appropriate conversation. Personal beliefs should be respected and employees should refrain from pushing their perspectives onto others. Remember, a lunchroom chat isn’t a platform for persuasion; rather, it’s a space to unwind and build connections with colleagues. If someone indicates they’re uncomfortable, respect their boundary.

Tips for employees in shared spaces

Keep conversations neutral: While discussing politics, consider keeping the tone neutral. Stick to sharing information rather than personal convictions, which can make it easier for others to engage without feeling pressured to agree. If the discussion feels like it’s veering into contentious territory, refocus it on shared values or solutions, which can make the conversation more inclusive.

Avoid assumptions: In a multicultural workplace, it’s easy to assume everyone shares similar views on Canadian issues. However, co-workers come from diverse backgrounds with unique experiences and values. Making assumptions can be harmful, so it’s better to approach topics with openness and curiosity rather than presumption.

Encourage empathy, learning: Approach political conversations as an opportunity to learn. For example, if discussing Prime Minister Justin Trudeau’s future in politics, one could invite perspectives without framing the discussion as a debate. Showing a willingness to understand others’ experiences fosters respect and camaraderie, even in the face of differing opinions.

Manager’s role: maintaining respectful environment without curtailing expression

Managers walk a fine line between respecting employees’ freedom of expression and maintaining a comfortable environment for everyone. In Canada, the Charter of Rights and Freedoms protects individuals’ rights to freedom of speech, but that doesn’t mean all expressions are appropriate in every setting — particularly in workplaces, where professionalism and respect are paramount.

Setting clear expectations, guidelines: Managers should establish clear guidelines regarding acceptable workplace conversations. While outright banning political talk may not be feasible or even desirable, guidelines can be set around respectful discourse and avoiding inflammatory statements. These can be included in a workplace conduct policy, which should be revisited periodically to address the evolving social landscape.

Observing, not policing: Rather than actively monitoring lunchroom conversations, managers should take an observational approach. Check in on lunchroom discussions from time to time, not to stifle dialogue but to ensure that the conversation remains respectful. This gentle presence can often be enough to remind employees there are boundaries without feeling like an infringement on their rights.

Intervening tactfully, when necessary: If a conversation becomes heated or one-sided, intervention may be necessary. A simple reminder, such as “Let’s make sure everyone feels comfortable in this space,” can be effective without feeling authoritarian. This approach allows employees to recalibrate the tone of their conversation without feeling like their freedom of expression is under threat.

Providing resources for conflict resolution: In cases where a political conversation has led to conflict, managers should be prepared to mediate or provide resources for conflict resolution. Offering sessions on communication and respect or bringing in a third-party facilitator for sensitive topics, can give employees the tools to discuss challenging subjects constructively.

Fostering culture of inclusivity, respect: By actively promoting a culture where differences are celebrated and respected, managers can encourage open dialogue without it becoming divisive. This could include workshops on cultural awareness, providing spaces for learning about Indigenous history and rights, or supporting discussions around inclusivity in Canada. When employees feel their backgrounds and perspectives are respected, they’re more likely to approach conversations with an open mind.

Practical guidelines for managing political conversations

To foster an environment that is inclusive, yet allows for freedom of speech, consider the following practical guidelines that managers could consider:

Establish lunchroom etiquette: Employees should understand while the lunchroom is a social space, it’s also a shared one. Encourage lighthearted topics and respect for everyone’s comfort.

Focus on shared values: Emphasize the values that unify the workplace, like respect, empathy and curiosity. This helps create a foundation where political conversations are less likely to become divisive.

Remind employees about workplace conduct policies: Without censoring political conversations, remind employees of policies that promote respectful and inclusive environments. This gentle reinforcement can set a tone that guides appropriate workplace interactions.

Striking the Balance

Navigating political discussions in a diverse workplace requires sensitivity, respect and a commitment to inclusivity, especially when the discourse outside the office feels inflammatory and stressful.

By being mindful of others’ comfort and maintaining a respectful tone, employees can engage in meaningful dialogue without alienating their colleagues. For managers, creating clear guidelines and observing without intruding on expression can foster a culture of respect, where diverse opinions are seen as a strength rather than a source of division.

Ultimately, politics is a part of life, but the way it’s discussed in a professional environment can make a significant difference in how colleagues interact and collaborate. By maintaining a balanced approach, both employees and managers can contribute to a workplace where conversations — political or otherwise — promote understanding and unity rather than division.

Tory McNally, CPHR, BSc., vice-president, HR consulting, is a human resource professional, radio personality, speaker and problem solver. She can be reached at tory@legacybowes.com.