With only a few months to go before a presidential election, the political climate right now is, to put it very mildly, charged. A cursory glance at any social media platform tells me that divisiveness and sometimes downright ugliness are rampant. Navigating discussions online is tough (my personal mantra: Mary Ellen, for the love of all that is holy, DO NOT VISIT THE COMMENTS SECTION. It’s a guaranteed soul-crushing dumpster fire you don’t have the time, energy, or grammar guide to navigate). Having the dexterity, patience, and wherewithal to navigate similar conversations in person is even tougher. Regardless of November’s outcome, Thanksgiving dinners this year will require us all to have practiced meditation and be able to close our eyes and take a breath before dealing, or not dealing, with Uncle Chuck and his outspoken views.
Considering each of us is likely experiencing similar inundation, passion, or frustration regarding politics in our personal lives, it can be hard to completely put it aside or ignore it when we are at work. But should politics have a place in our professional environment?
Politics today is highly polarizing. Every headline seems to ignite a new debate, a fresh set of memes, and outrage on both sides. It's nearly impossible to avoid political conversations or comments altogether. This reality seeps into our workplaces, where diverse teams bring a wide spectrum of beliefs and perspectives.
We at Vista talk about and coach on culture quite a bit. I’ll spare you a lecture on culture being an intentional process that involves a daily commitment from leadership (or maybe I won’t!) At its most basic level, a positive organizational culture is one where employees feel respected, valued, and comfortable expressing themselves. Law firms that promote psychological safety allow their team members to speak freely, question decisions respectfully, and bring their full and authentic (and beautifully flawed) selves to work. Great cultures foster open communication, collaboration, and mutual respect. Again, this kind of environment doesn't happen by accident; it requires deliberate effort, clear guidelines, and intentional focus.
If you’ve cultivated a culture of psychological safety and set an example for how to navigate difficult and candid conversations maturely, you’ll likely find a team that regularly has discourse, seeks to understand and respect each other, and has the ability to “go to their second” thought rather than reacting immediately with blind emotion. This is, of course, an ideal state, and it takes the right team, the right leadership, and time and trust to develop this. In fact, even those of us who put in the work to seek first to understand sometimes get it wrong or can be pushed to anger or reactivity under the right circumstances. The fact is, we’re all human, and that’s nothing if not complex. Even firms whose cultures are well cultivated and whose teams respect and enjoy working together may experience difficult conversations around politics. But those conversations simply cannot happen productively if you haven’t developed a culture of respect and inclusivity. That’s the table stake for respectful conversations about politics or really anything of substance.
First and foremost, you need to decide what role, if any, politics will play in your firm. This decision isn't a one-size-fits-all one. Some businesses choose to keep political discussions at bay completely and even outline that expectation in their employee handbooks, while others might see value in encouraging them or at least not discouraging them. As a side note, law firms are often in a unique position where owners run for office or where the politics of one side may be more favorable to the business in general. Concerns about tort reform, pro-business politics, etc., often mean that discussions around politics become a natural part of doing business in a law firm.
Think about how political discussions align with your firm's values and goals. Are these conversations contributing to a more inclusive, informed, and empathetic workplace? Or are they creating divisions and distractions? Be clear about the boundaries and ensure everyone understands them. People often ask, “But what about free speech?” Interestingly, free speech does not mean I can say whatever I want at work or be ugly to coworkers. In fact, there are some guidelines from the National Labor Relations board about this. Under the National Labor Relations Act, employees have a right to engage in speech and expression related to working conditions. This could include conversations about compensation, benefits, work hours, and supporting political causes related to work. However, abusive or inappropriate comments are NOT protected, and employers may be disciplined for those comments.
If you decide to allow political discussions, set ground rules to ensure they remain respectful and productive. Encourage employees to listen actively, seek understanding, and avoid personal attacks. Promote an environment where people feel safe to express differing viewpoints without fear of retribution. A good rule of thumb is that because politics is so deeply tied to an individual’s belief system, each of us is unlikely to change anyone’s beliefs during a work conversation. If that is the goal, those conversations can very quickly and easily devolve into heated arguments. Heated arguments are not a far jump to a “hostile work environment” or abusive language claims. Ensure your employee handbook covers respectful communication, has language about bullying, and that you have a disciplinary process outlined.
Ensure that the same standards of behavior apply to everyone in the firm, regardless of their role or position. It can't be okay for your lawyers to talk openly about politics, but not your administrative team members. Consistency in this regard fosters trust and fairness.
If you opt to include political discussions in your workplace, here are some tips to do it right:
One critical aspect of political discussions in the workplace is considering the impact on minority groups. Political decisions often affect these groups more deeply and directly. Be thoughtful and considerate about the potential implications of these discussions, and ensure that your workplace remains a supportive and inclusive environment for all.
There are many critical issues that go hand-in-hand with political discussions. Minority groups may fear legislation that affects them much more greatly than it impacts you. Remember that debating or arguing with someone about something that potentially has a major impact on their rights, their family, or their safety takes an emotional toll on them. For you, it may be an interesting debate, a chance to flex your knowledge or opinion, or an academic endeavor. For them, it can feel like an open wound being poked or their very humanity being questioned. It can be hard to take a step back and acknowledge privilege, but try to put yourself in that position. Your ability to stay calm or smug in those discussions can sometimes result from being in a place of privilege. Recognize that certain political topics may hold more meaning and power for minority groups. As such, approach these conversations with empathy and a willingness to learn.
Personal injury law firms serve the public at large. It’s likely that the political views of your clients vary wildly. People on both sides of the aisle get injured and need your help. People injured by someone else’s negligence are ALL people. Keep in mind that allowing your team to respectfully discuss politics among each other is likely not a practice you extend to client conversations. Train your team to remain agnostic with clients and not react to political commentary. Again, this can be tough and emotionally exhausting, so acknowledge that with your team. Have open discussions with them about your duty to seek justice, even if it’s for an individual whose politics you disagree with.
In today's digital age, social media has become an integral part of our personal and professional lives. However, when team members connect with clients on social media, it places them in a tricky position. While these platforms are personal spaces, team members are still representatives of your firm. This dual role can lead to potential conflicts and misunderstandings if not managed properly. Law firms need to consider several factors when crafting social media policies that impact client interactions:
By thoughtfully considering and implementing these social media policies, your firm can ensure that team members represent the firm positively and maintain strong, respectful relationships with clients both online and offline.
Politics in the workplace can either be a source of enrichment or division, impacting the overall dynamics within the organization. The key lies not only in recognizing the potential consequences, but also in being intentional about how these discussions are approached and managed. If you decide to integrate political discussions into your firm, it is crucial to do so thoughtfully and with clear guidelines in place. Encouraging respectful conversations that value diverse perspectives, setting equal standards for all employees regardless of their viewpoints, and always considering the feelings and experiences of minority groups can contribute to a more inclusive and harmonious workplace environment where everyone feels heard and respected. By fostering an environment of respect, openness, and equality, you can transform what might be seen as potentially polarizing conversations into valuable opportunities for growth, empathy, and deeper understanding among colleagues.
