40% of Gen Z and Millennial Workers Would Quit a Job Over Political Differences in the Workplace

A new survey release by Indeed and Harris Poll shows that nearly 40% of Gen Z and millennial workers (ages 18-34) said they would leave a job because of political differences at work, and 40% said they would leave 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 expressed views they disagreed with, Indeed found.

It’s rare for everyone in a workplace to share the same political views. Employees who find themselves in the political minority may feel trapped in a toxic work environment if it’s not handled properly. The survey found that 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.

No matter what their political beliefs are, employees deserve to feel psychologically safe at work. According to the Harris Poll survey commissioned by Indeed, 63% of respondents care “at least a little” about politics, and 35% admit to openly discussing politics at work. 44% say that they’ve overheard their coworkers discussing politics while on the job.  54% said that they’re uncomfortable with any conversation involving politics coming up during work meetings.

These occurrences can have a profound effect on the workplace, with 42% finding that politics had impacted their team in some way, shape or form. Considering that 34% believe that politics have negatively affected team morale, it’s clear that discussing politics at work can prove insidious if left unaddressed.

Below are some best practices to maintaining a healthy work environment while supporting various viewpoints.

1. Employers in the private sector should consider their own standards for what conversations are inappropriate in the workplace. For example, loud and disruptive conduct that targets another employee. In fact, certain viewpoints may actually violate other workplace guidelines, like equal opportunity and anti-harassment policies.
2. Employers can remind employees of their workplace standards in a number of ways, including offering ongoing harassment training or circulating notices about inappropriate topics. Further, employers are encouraged to establish and communicate clear expectations about their policies on political expression.
3. As in the case of acceptable speech standards, private employers can, in certain instances, determine when it’s appropriate to discipline an employee when their political comments get out of hand. Employers should consider whether the employee was warned about their comments previously, who heard the comments, if the comments violate workplace policies, and how the comments reflect on the employee themselves. Additionally, some states and local governments have laws protecting employees from adverse employment actions because of their political speech. The scope of the protections varies greatly among states’ laws, so employers are encouraged to consult with local counsel prior to acting.
4. Lastly, employers must be careful to enforce their workplace standards uniformly. Disciplining one employee over another for similar comments could leave an employer open to a harassment or discrimination claim.

Sources: Indeed, HR Dive, Zywave HR Services Suite

By Heather Nezich, courtesy of SBAM-approved partner, ASE.

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