How Leaders Foster Inclusivity and Respect in the Workplace During an Election Year – A Q&A with Donald Thompson and Bob Batchelor
Business leaders and managers across the U.S. face challenging days ahead as the nation prepares for one of the most divisive and disruptive political elections in modern times. While the political field is full of fighting, workplaces must stay on track and leaders must counter the noise. Fostering inclusivity, respect, and psychological safety is complex and can be extremely difficult, but it is critical in these situations.
Issues such as harassment, bullying, social isolation, and occupational stress can escalate into serious risks to employee health, wellbeing, and productivity. How do leaders proactively safeguard their work environments so that every employee feels respected, valued, and empowered to thrive – specifically during a polarizing event when passionate opinions may quickly turn into traumatic arguments?
Two leaders at Workplace Options: Bob Batchelor, Vice President, Global Marketing and Communications, and Donald Thompson, CEO of The Diversity Movement (a Workplace Options Company) and EY Entrepreneur of the Year, recently shared insights on how leaders foster inclusivity, respect, and psychological safety during a contentious election year.
Bob: Don, we often hear from the business community about why employee engagement and psychological safety are critical for success. How do political discussions affect employees’ sense of inclusion and belonging, especially during a high-stakes election year?
Donald: Bob, I believe every leader feels that with the upcoming presidential election in the U.S., plus the added tension of two attempted assassinations of a candidate, employees are feeling anxious and stressed – perhaps more today than during past election seasons. Polarizing political discussions are turning into aggressive debates. It has had a significant impact on people’s professional lives and has for years. For example, some 47% of workers said the 2020 election negatively affected their job performance, even before voting began. It’s critical for leaders to set the stage for respectful conversations to protect team performance and employee wellbeing.
B: Thanks Don! I bet that many executives wish they had put more effort into creating psychological safety in the last couple of years to offset what we are seeing now. But it is never too late to begin. What advice would you give leaders to help employees feel respected and valued during the election season and beyond?
D: Leaders may certainly encourage civic engagement – it’s part of being a good citizen – but should keep that support nonpartisan. It is best when managers understand how to model this behavior, showing their team how to discuss the election in a way that everyone feels safe and valued. Second, leaders should ensure managers are aware of voting laws, support time off for voting, and emphasize the role voting plays in equity conversations.
B: There is certainly going to be heightened emotions over the coming weeks and months. How can we manage employees who bring political tensions to work and upset their colleagues?
D: As with any divisive, disruptive discussion, leaders should focus on establishing clear expectations. If someone says, “I have my rights to free speech!” remind them that while the First Amendment protects against government censorship, workplace behavior still needs to follow company policies. All employees must respect their colleagues, regardless of differing opinions. We know that a diversity of thought helps teams perform better and organizations be more efficient and creative, but these attributes require that everyone treats one another well, regardless of different political beliefs.
B: How do leaders respond when they hear disrespectful or heated comments, like a colleague calling voters “idiots” or when someone makes sweeping statements about voter fraud?
D: When difficult situations arise, an executive can demonstrate their leadership skills by being a role model for the type of behavior they want to see. The first step is to remind people about the organization’s anti-discrimination and anti-harassment policies. Personal opinions are fine when communicated respectfully and shouldn’t alienate or offend others. For statements like “voter fraud is widespread,” it’s important to address that such claims are inappropriate in the workplace.
B: How do you Don, as a longtime CEO and Board Member, encourage civil conversations during these tense times?
D: Over the years I have realized that there is a lot more common ground than most people believe. We must think about our similarities and remember that whenever we find ourselves in opposition. When you take the emotion out of the equation, even people with vastly different opinions will find themselves saying, “Well, we’ll agree to disagree.” Just like in pursuing our business objectives, I encourage our team to explore issues with shared goals in mind. If conversations heat up, look for principles and ideals both sides value. As a leader, I want to show the team how to use the “pause button” – taking a few minutes to breathe before responding can be the difference between a thoughtful exchange and an aggressive argument.
B: From a different lens, the days leading up to November 5 can also be viewed as an opportunity for leaders and managers to help employees think about their own roles in championing a culture of empathy and respect. You and I both pride ourselves on having deeply held beliefs in inclusive leadership. Isn’t this an opportunity for us to demonstrate that commitment?
D: Exactly, leadership is about empathy and reinforcing the values of diversity, equity, and inclusion. That term “DEI” might have been turned into a part of the election noise in the runup to the election, but those of us who are advocates understand that its tenets are more valuable now than ever before. During an election year, tensions run high. Employees are watching how leaders handle it. Leaders can ensure that the workplace remains a safe space by staying focused on core values, communicating clearly, and ensuring that employees feel safe and supported, no matter what political landscape unfolds on November 5 and after. When employees thrive, the organization thrives – this is the time to lead with compassion.
B: Thanks Don! As always, I appreciate learning from you and talking about leadership challenges and resolutions.
D: Likewise, my friend. We all have a duty to ourselves, our organizations, our employees, and our communities.