In the United States, we’re on the cusp of what may be the most fraught presidential election since Bush-Gore in 2000, which was ultimately decided by the Supreme Court. And political tensions are much higher today than they were then.
Earlier this year, we talked about ways for organizations to prepare for the election; today the question is, how will you handle Election Day itself – and the potential aftermath?
Our suggestion is two-fold: First, understand how different employee populations may react (and we don’t just mean Democrats vs. Republicans). Second, plan ahead. Yes, you only have a week – but a week will feel like a long time if you find yourself in a reactive mode on November 6th.
Politics at work: Understanding employee perceptions
Here’s a preview of relevant data from the upcoming Integral Index – our annual study of more than 2,000 US employees conducted with The Harris Poll (you can pre-register for the Index here.) Two groups of employees stand out in terms of their views on politics in the workplace, and it’s an interesting combination: younger workers and senior leaders. These groups are more comfortable with political conversations at work – and also more concerned about political tensions surrounding the 2024 election.
The perspective of senior leaders
Senior leaders are more comfortable with political dialog than other levels of management – but also more concerned about political tensions in the workplace. This may suggest that they’re less concerned about their views or actions or those of their peers than they are about the employee population at large.
What’s most important for these leaders is to be aware of the differences in the employee population – which leads us to the topic of generational differences.
Jump to: What you can do today
Generational differences in political engagement
Our research reveals a clear generational divide in political engagement. Younger generations, particularly Gen Z and Millennials, are more likely to discuss politics at work and share their views. This aligns with findings from McKinsey & Company, which showed that younger generations are more likely to prioritize purpose and social impact in their careers.
Workplace activism and generational differences
Gen Z and Millennials are significantly more likely to engage in activism within the workplace, from advocating for social justice to making purchasing decisions based on a company’s stance on political or social issues. This aligns with Deloitte’s Millennial Survey findings, highlighting a growing trend among younger generations to prioritize socially responsible companies that positively impact society. They expect their employers to support these causes and actively participate in conversations around justice, inclusion and equity.
Key societal issues across generations
Beyond the election, societal issues remain a priority for employees, although these priorities vary by generation. Younger employees, particularly those aged 18-24, place more emphasis on emerging social concerns like drug addiction and transgender rights. Older employees, aged 45-54 and 55+, are more focused on veterans’ issues and gender-based wage disparities. These generational differences highlight the need for organizations to adopt a flexible approach, addressing a range of societal concerns that resonate with employees at different life stages.
The impact of social media
The rise of social media has significantly shaped political discourse and engagement, according to the Pew Research Center. This suggests that social media may be contributing to the increased politicization of the workplace, particularly among younger generations, who are more likely to be active on social media platforms.
What you can do today
First, again: plan ahead in the time remaining. There are many possible scenarios; work with your legal and HR teams now to develop a response framework that defines what kinds of employee actions warrant a response, and what the possible responses are. Harvard Business Review recently published A Leader’s Guide to Navigating Employee Activism, which is a great start in thinking about these issues.
Potential actions you can take:
- Have a clear and well-publicized policy for employee use of digital spaces for campaign- or election-related speech. This includes not only internal channels but external channels where their words may be associated with the organization
- Prior to the election, emphasize participation rather than partisanship – make our voices heard by voting (rather than by debating colleagues).
- Consider making Election Day meeting-free to enable voting
- Check out other ideas in the Corporate Playbook developed by Civic Alliance, a non-partisan organization committed to civic engagement.
Potential messages to employees:
- We all know that we’re in a moment of strong partisanship. Please recognize that your co-workers may feel genuine stress about the outcome of the election.
- Remember that our culture depends on mutual respect, and on relationships that will last long after the election is over.
- Stay focused on the work we do together and our company’s mission, purpose and values, for the benefit of all of us.
- There are many ways for you to get involved as an advocate or activist; bringing those activities to work is likely to do more harm than good.
Talk to us!
And finally: If you’re looking to craft a last-minute plan for the election and its aftermath, we’re here for it. Let’s talk.