Political discourse is an essential part of democracy but can also famously lead to heated debates when emotions run high. So what should employers do when these conversations enter the workplace?
Discussing politics in the workplace is not especially popular. In fact, according to a recent survey by HiBob, 64% of employees believe political conversations can damage company culture, and 60% feel uncomfortable disclosing who they will vote for.
Nonetheless, a majority agree that political discussions should be allowed in the workplace. Men are generally more interested in discussing politics at work, and they also report having more ‘falling-outs’ over politics than women, at around 20%.
Those under 25 also report being the most interested in discussing politics to create an inclusive environment. Meanwhile, employees 50 and over say they feel the least uncomfortable discussing politics.
Most agree that companies themselves should stay out of political discourse, with 83% of workers saying their company CEO should avoid talking about controversial political and social topics. Additionally, companies should consider how this could affect talent acquisition.
43% of respondents agreed that a company’s political stance, which opposes their own, could deter them from accepting a job offer.
This may lead employers to want to ban all political conversations at work. However, managers should consider employees’ rights to freedom of expression, including political opinions. Such a ban is likely to be seen as a disproportionate sanction on an employee’s free speech.
“Everyone has the right to freedom of expression (Human Rights Act 1998)”
Under the Equality Act 2010 employees are protected from discrimination, harassment and victimisation on account of a religion or religious or philosophical beliefs. The Human Rights Act also extends rights to hold a religion or belief.
It is accepted that supporting a political party is not a philosophical belief under the Equality Act.
However, a political philosophy affecting significantly how a person lives their life may be protected, and dismissing an employee solely or mainly because of their political opinions or affiliation is likely to be unfair.
Additionally, certain socio-political beliefs are protected as beliefs under the Equality Act 2010. Examples of protected beliefs include:
For example, Maya Forstater was awarded £100,000 for unfair dismissal after being dismissed for expressing gender-critical beliefs online.
However, while workers have the right to hold beliefs, this does not always extend to manifesting them at work. This is especially relevant when it contradicts a company’s goal of inclusivity.
Misgendering transgender colleagues, for instance, was not protected in Dr David Macherath vs The Department of Work and Pensions, 2022.
Employer should consider introducing guidelines for political discourse at work. Rather than shutting down all debate, the policy should focus on maintaining a respectful, professional environment and engendering an ‘inclusive’ and tolerant culture. This should be supported by the managing diversity policies. Consider setting limits to:
Employees should also consider avoiding starting political conversations if they feel they may be offended by the response. ACAS guidelines state:
‘If a colleague starts a discussion with an employee when they know they disagree with their views, and the employee then expresses those views, that colleague is less likely to be able to claim harassment.’
ACAS Guidelines
By implementing these strategies, employers can navigate the complexities of political discussions in the workplace while respecting employees’ rights and maintaining a harmonious work environment.
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