It’s election season in the U.S., in an era of increased polarization and divisiveness. What should employers do when their employees engage in political discussions at work or take part in political activism in their personal lives? Experts advised employers not to shut down discussions, but said they should set expectations for what is appropriate.
“I would advise against prohibiting political discussions at work,” said Joseph L. Beachboard, the chief employment attorney at Beachboard Consulting Group in Los Angeles. “Instead, employers should manage political expression with parameters, communicating to their employees what the behavioral expectations are and what is appropriate and inappropriate.”
Beachboard and Dennis Davis, the national director of client training at Ogletree Deakins, presented on the issue at the SHRM Annual Conference & Expo (SHRM24) in Chicago.
“Workers are taking part in public protests, boycotts, walkouts, and expressing opposition to or support of various political issues, including company practices and policies,” Davis said. Many people have become much more polarized in their political opinions, which can cause discomfort in the workplace, he said.
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