Keeping It Civil

As we head into another presidential election cycle, we take a collective breath and brace ourselves for what may be a year of pure political mayhem. Although it’s been more than three years since the last presidential election, for many of us, it doesn’t feel like nearly enough time—our metaphorical scars serve as a reminder of the animosity that overtook the nation.

The memories are fresh—Democrats and Republicans pitted against each other, the political divide penetrating every aspect of our lives, including the areas that were supposed to be apolitical, supposed to be safe. Places such as the workplace. But what if I told you it didn’t have to be this way?

At SHRM, we have a saying: policy, not politics. We recognize that we’re strongest when we work together across the political aisle. Labels sometimes bring more division than unity and can promote groupthink, dismissing the notion that individuals within a group still have their own unique thoughts and opinions. But the reality is, not all Democrats are the same, just as not all Republicans are the same. And when we come together, we’re best able to effect positive change in our nation, always with the end goal of creating better workplaces for a better world.

To promote collaboration in a time typically known for polarization, SHRM has launched a call to action for workers and employers around the globe. Collectively, we have resolved to start 1 million civil conversations in the workplace and beyond in 2024. Regardless of personal political leanings, every worker should be able to come to work and be productive without fear of encountering hostility for their personal beliefs. This also means every worker should be able to come to work without spouting hostility and without shoving their opinions down the throats of co-workers who are just trying to do their jobs.

But this doesn’t mean we shy away from hard conversations. We need to bring back the art of learning how to talk to each other respectfully about difficult things. I’m not one to ban a topic outright. In fact, it’s through difficult conversations and opposing perspectives that we learn, grow and even find the best solutions.

More often than not, the way forward is found somewhere in the middle of two ideas. It’s time we lean into this diversity of thought, seeing it for the strength it is and, ultimately, using it to create stronger, better-connected organizations that are able to effect greater change. If we can get civility right, we’ll be more adaptable, more resilient and capable of anything.