The political climate in 2024 is high stress and high stakes. At times it seems like the days of “agree to disagree,” are behind us as a society, which I for one find disheartening. The endless exposure to media and social media coverage of political division is exhausting, and makes it nearly impossible to avoid political conversation. No matter where your political beliefs lie, as a business leader, it is critical to maintain a healthy and accepting work environment through times of increased tension.

A recent study by the American Psychological Association (APA) entitled ‘Stress in America Poll’ found that in 2016, 52% of adults surveyed had reported significant stress from the presidential election. In 2024, that number is now 69%. And a high percentage of Americans expressed concerns about the potential for widespread election-related violence (74%.)

Years ago, it was likely the norm to simply not talk much about politics in the workplace, but in today’s landscape, expecting employees to stay silent about these topics is not realistic. Many individuals are more passionate than ever about political beliefs, and there are policies that directly impact the PHCP-PVF supply chain.

As an employer, it is first important that you understand your own and your employees' rights when it comes to Freedom of Speech in the workplace. “Freedom of Speech” generally does not apply to private employers - The Constitutional freedoms in the Bill of Rights generally restrict state action by the government and not private employers deciding how to manage their workforces.

On the same token, according to Fisher Phillips, private sector employees have the right to engage in concerted activity under the National Labor Relations Act (NLRA) for purposes of collective bargaining or other mutual aid or protection.

Under Section 7 of the NLRA, concerted activity includes statements made for the purpose of initiating, inducing, or preparing employees for group action, such as discussions about higher wages, changes to work schedules and job security. Therefore, certain political discussions impacting terms and conditions of employment would fall under the NLRA, while political activity that is unrelated to employment concerns would not be protected. Fisher Phillips also explains that Federal antidiscrimination laws don’t directly protect political activity or speech, but your workers’ activity or speech could trigger these laws, and you’ll need to check your state laws before taking actions: Some states broadly prohibit adverse action against an employee based on political expression, while others provide no such protections.

Now that we’ve covered some of the logistics, here are some tips for handling political tension in the workplace gathered after digging around on this subject:

• Establish policies proactively – Don’t wait until an issue has come up to plan for how to address political tension and disagreement. Plan to regularly review company policies on harassment and discrimination and update them as needed. Make it clear when and where political conversations are acceptable;
• Open door policy – As soon as the election wraps up, make it clear that leadership is available to talk and address any concerns employees may have. Provide support for employees that are worried about election aftermath;
• Handle issues promptly – Thoroughly investigate any complaints and immediately address inappropriate behavior. Working quickly to address concerns demonstrates your commitment to keeping a safe and accepting workplace for all;
• Be consistent – Ensure that you are responding to any and all situations equally to avoid accusations of preferential treatment; and
• Promote a culture of unity – Although the world outside of work is polarizing, chances are most employees fall on the scale of being able to happily coexist with team members who think differently than them. Remind employees that everyone at your company shares the same goal, and that it takes everyone working together to create and maintain a positive work environment.