Divisive Conversations at the Workplace – How to Manage Them and Where to Draw the Line

Conversations among employees about potentially divisive topics at the workplace are common and not always unavoidable. It requires deliberate and careful navigation. Discussing politics, for example, at the workplace can be a touchy subject for most, which can lead to awkwardness, discomfort, and conflict.

Employees have the right to freedom of expression at the workplace (with certain limitations). While there can be negative consequences to discussing politics or current global affairs among employees, open communication can provide benefits, such as enhanced working relationships, increased engagement and connections, and camaraderie. 

It is the employer’s responsibility to determine a balance for a respectful and productive work environment. 

So, how do you manage divisive conversations, and where do you draw the line? Listed below are some guidelines for employers, managers and employees to consider implementing at the workplace.

Employers

1. Develop clear, enforceable policies: Policies that focus on conduct over content. For example, addressing unprofessional behaviour or conduct that creates a hostile environment, instead of focusing on the specific political beliefs shared by an employee.
2. Communicate expectations clearly: Define and discuss behaviours and characteristics that are respectful and unacceptable, ensuring expectations are understood across the team to foster a healthy and productive team environment. 
3. Implement training and conflict readiness: 

• • • Be preemptive and conduct annual manager-specific and/or company-wide training as an ongoing part of onboarding and development. 
    • Train managers to recognize and defuse politically charged situations and equip management with processes to de-escalate conflicts and turn divisive moments into meaningful encounters.

Managers

Promote respect and inclusivity–the leader’s tone matters.

1. Support common-ground-building by focusing on shared goals rather than differences.
2. Create a safe space for constructive dialogue by focusing on being empathetic and practicing active listening.
3. Encourage and promote respectful dialogue at the workplace that doesn’t suppress employees from sharing their views. It’s important to remind their team members that if they are in a divisive conversation, it is ok to say:

• •  

Employees

1. Lead by example and model respectful behaviour.
2. Set boundaries: Know when to step away when you start to feel uncomfortable about the topic or change the subject to bring the focus back to work.
3. Be empathetic: Seek to understand opposing points of view even when you don’t agree.
4. Maintain respect and professionalism: Respect and professionalism are incredibly important in the workplace because they are the foundation for a positive and productive environment.

• • • I don’t talk politics at work.
    • Thank you for sharing.
    • Let’s stay focused on the project.

In conclusion, potentially divisive talk in the workplace isn’t inherently harmful, but when unmanaged, it can damage morale, camaraderie, collaboration, and the well-being of the workplace. For a business to thrive, employers must create predictable, fair, and respectful environments by implementing clear policies, training, and promoting culture building. Managers and employees can shape the tone by setting boundaries, listening empathetically and actively, and prioritizing shared goals.

With over 30 years of combined experience, Bay Street HR has helped its clients develop clear policies, facilitate team building, and provide support to managers and employees to reconcile conflicts. 

Written by: Joanne Lepin, Talent Acquisition Specialist & HR Coordinator