Great Lakes Wire

A new survey released by Indeed and Harris Poll indicates that nearly 40% of Gen Z and millennial workers (ages 18-34) would leave a job due to political differences at work, with the same percentage willing to resign if their CEO expressed political views they disagreed with. Overall, 28% of workers would consider resigning over political differences, and 32% might leave if the CEO's views were in conflict with their own.

The survey highlights the challenges faced by employees who find themselves in the political minority within their workplace. According to the findings, 39% of respondents experienced social pressure to align with a particular political perspective at work. Additionally, 39% reported instances of discrimination or harassment based on their political beliefs, and nearly 16% admitted to avoiding colleagues who hold different political views.

Employees deserve to feel psychologically safe at work regardless of their political beliefs. The Harris Poll survey commissioned by Indeed found that 63% of respondents care “at least a little” about politics, and 35% admit to openly discussing politics at work. Furthermore, 44% have overheard coworkers discussing politics while on the job, and 54% are uncomfortable with any conversation involving politics during work meetings.

These dynamics can significantly impact the workplace environment. The survey revealed that 42% of respondents believe politics had affected their team in some manner, with 34% noting a negative impact on team morale.

To maintain a healthy work environment while supporting various viewpoints, employers in the private sector should establish clear standards for appropriate conversations in the workplace. This includes addressing loud and disruptive conduct targeting another employee and ensuring compliance with equal opportunity and anti-harassment policies.

Employers can remind employees of workplace standards through ongoing harassment training or circulating notices about inappropriate topics. Clear expectations regarding policies on political expression should be communicated effectively.

In certain instances, private employers may need to discipline employees when their political comments become problematic. Factors such as prior warnings about comments, who heard them, whether they violate workplace policies, and how they reflect on the employee should be considered. Employers must also be aware of state and local laws protecting employees from adverse actions due to political speech and consult local counsel before acting.

Uniform enforcement of workplace standards is crucial to avoid potential harassment or discrimination claims arising from inconsistent disciplinary actions.

Sources: Indeed, HR Dive, Zywave HR Services Suite

By Heather Nezich

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