Best Practices to Support Employees in the Election Cycle

October 1, 2024

With the anniversary of October 7 just past and voters heading to the polls in a little over a month for what is likely THE MOST important election of our lifetimes, regardless of what side one is on, this is undoubtedly a divisive and stressful time for most everyone. Tensions are high, and the mandate of no politics in the workplace is no longer a reality.

Carroll Doherty, the Pew Center's director of political research, says of the election that "People on both sides—especially the partisans, who are really dug in think that there would be disastrous consequences if the opponent won the election." Research has also revealed that over 60% of employees work alongside coworkers who do not share their political affiliations. In fact, one in three Gen Z employees said they lie about their political beliefs to avoid workplace conflict.

These polarizing times present a challenge for DEI, comms and business leaders to effectively navigate while still building an inclusive, supportive and safe workplace for all, regardless of one's beliefs. Companies should consider proactively creating plans to deal with the stark division their employees might have around these societal and political issues as well as for the real possibility of civic disruptions before and after November 5.

Here are five things to consider while building your plan:

1. Review your company policies around communications practices on your company systems - if none exist, proactively create clear and well defined policies and ensure timely communication of what they are to your employees.
2. Create a psychologically safe space for your employees to share their feelings and concerns without the fear of retribution and the space to process the buildup to and the potential results of the election.
3. Communicate thoughtfully, clearly and proactively to your employees. With more open dialog around political and societal issues taking place in companies, there is an expectation from employees to hear from their employers. Be sure to include your DEI leaders in the development of your communications plans.
4. Prioritize mental health by reinforcing all the mental health resources available both internally and externally.
5. Consider adjusting deadlines, schedules and work from home policies. Close offices on Election Day to encourage your employees to vote. Ensure important deadlines are not on or immediately after election day. And give people the option and flexibility to work from home for the days following the election to ensure their personal safety.

Our next monthly community call will be dedicated to discussing all these issues on Oct 31 so please come for support or to support our amazing BRIDGE community. You can sign up here.

And, as always, if there is anything I can personally do to help in any way, please reach out to me directly.