Creating Civil Workplaces in an Era of Political Discord

Workplace incivility is eroding organizational productivity, and polarized political discussions are adding fuel to the fire. Leaders can promote civility at work, but getting contentious political discussions under control is no easy task.

The Cost of Incivility

Incivility has a direct impact on the workplace. SHRM’s Q3 Civility Index found that, on average, U.S. workers experience or witness about 8 million acts of incivility a week. Collectively, that amounts to about 190 million incidents of incivility per year. 

Two-thirds of U.S. workers (66%) agreed or strongly agreed that incivility reduces productivity, and 59% agreed or strongly agreed that incivility hurts employee morale, according to the Q1 Civility Index. Each time a worker witnesses or experiences incivility in the workplace, they lose an average of 30 minutes of productivity, according to the Q3 data. 

Based on the average U.S. wage, this means that a single act of incivility can cost employers an average of $16.85 apiece. When you add it all up, U.S. employers collectively lose approximately $1,259,673,143 per day in reduced productivity due to workplace incivility. If you factor in increased absenteeism created by incivility, the total daily cost to U.S. employers rises to $2,168,249,033.

Drivers of Discord

What’s driving all of this unproductive behavior? The picture is complex and multifaceted, but polarized discussions are a major factor. Many contests during the 2024 U.S. elections will be extremely close, and political rhetoric will often be overheated. Almost half of U.S. workers (47%) cited political viewpoint differences as contributors to workplace incivility in Q3, compared with 37% who said the same in Q2. Other contributing factors include differences in opinions on social issues, generational gaps, racial or ethnic backgrounds, and perceptions of the current state and direction of U.S. society. 

About 7 in 10 U.S. workers (71%) said they’ve had political conversations with a member of their work team in the past, according to SHRM’s Difficult and Political Conversations in the Workplace research report. Among those who have had political conversations, three-quarters (75%) said they have these conversations at least once a month and 43% said they have them at least once a week. 

Employer Interventions Make a Difference

Political discussions aren’t inherently negative. Instead, they tend to reflect the broader culture of an organization. When leaders invest in establishing high levels of civility and psychological safety in their workplace culture, they are more likely to foster positive political discussions. 

And when workers rate an organization as having high civility and psychological safety, those workers were more likely to say political conversations are informative than organizations with low civility and psychological safety (58% versus 16%), according to Difficult and Political Conversations in the Workplace. Workers at organizations with high perceived civility and psychological safety were also more likely to say the conversations were productive (35% versus 9%) and less likely to say they were uncomfortable (9% versus 52%) or annoying (6% versus 48%).

“As the 2024 U.S. presidential election draws near, remember that how you handle political conversations at work will shape team dynamics, build trust, and empower your team members to engage in respectful dialogue,” said SHRM Chief of Staff, Head of Government Affairs, and Corporate Secretary Emily M. Dickens. “Political discussions have far-reaching impacts, influencing not only opinions but also work styles, decision-making, and overall morale. This highlights the need for effective management of these conversations. Leaders who proactively set clear, respectful guidelines can turn potential conflict into an opportunity for connection.”  

But organizations could be doing more to improve the quality of workplace political discourse, according to the research report. While 60% of organizations provide resources for effective communication, just 24% offer formal guidance on political conversations. When organizations offer guidance on having political discussions, workers were more likely to rate their co-workers' ability to handle difficult conversations as very good or good than those that didn’t (80% versus 70%).

Managers play a crucial role in fostering civility and facilitating healthy workplace discussions. Many U.S. workers who have experienced or observed incivility at work say managers may inadvertently cultivate an environment conducive to such behavior. SHRM Q3 Civility Index data indicated that over two-thirds of workers (68%) feel their managers could have taken more proactive measures to prevent incivility. In comparison, 65% of respondents said their managers prioritize business objectives over the treatment of employees. Additionally, 60% of workers reported their managers have overlooked workplace incivility.

Addressing the Challenge

Creating a civil, psychologically safe workplace culture during political discord requires deliberate and strategic actions. Take these initial steps to elevate your workplace culture. 

Establish Clear Guidelines

Develop comprehensive policies that explicitly address political discussions and other potential sources of workplace incivility. These guidelines should be transparent, consistently communicated, and enforced across all levels of the organization. Establishing clear boundaries helps prevent misunderstandings and provides a framework for addressing issues when they arise.

Foster Open Dialogue

Encourage open and respectful discussions by creating safe spaces where employees can express their views without fear of retribution. Training programs focusing on active listening, empathy, and conflict resolution can equip employees with the skills necessary to engage in constructive conversations. 

Empower Leaders

Equip managers and supervisors with the tools and training to recognize and address incivility. Leaders play a pivotal role in setting the tone and culture within their teams. Organizations can foster a more inclusive and harmonious workplace by improving their ability to mediate conflicts and model respectful behavior.

Promote Inclusivity and Respect

Embed inclusivity and respect as core values within your organizational culture. Recognize and celebrate diversity, ensuring that all employees feel valued and respected, regardless of political or personal beliefs. Encouraging teamwork and collaboration across divisions can break down silos and enhance mutual understanding. 

The Path Forward

Business leaders are responsible for cultivating a civil workplace and must take proactive steps to mitigate the impact of political discord. By implementing thoughtful policies and fostering an environment of respect and open dialogue, companies can transform potential points of conflict into opportunities for growth and innovation.

“By fostering an environment where everyone’s voice is heard and valued, leaders build trust and resilience within their teams. This proves that civility isn’t just a nice thing to have—it’s essential for success,” Dickens said.

Access additional civility resources from SHRM by downloading the Civility Starter Kit.