The first time I read the leaked Google Memo, I was stunned. In an open letter published on an internal site, a male employee described why he believed women were scientifically and biologically less qualified for STEM jobs.
It was a shocking reminder that while many people may live in the 21st century, they can still think in the 18th century. Yet, setting aside the debate over gender equality, what shocked me even more, was the pushy and public declaration of personal beliefs in a professional setting.
And then another memo came out, this time at Facebook—titled “We Have A Problem With Political Diversity.” Posted to a company-wide message board, the author described his experience feeling like a minority conservative at a liberal-leaning company. Once again, I was surprised and confused. The author of the Facebook memo was hired as an engineer: a job that depends on his knowledge of circuit boards and processors, not his opinions on senators and political action committees.
So why did he—or the Google guy—find it not only proper but pertinent to exert individual ideology into a collective corporation?
REWRITING THE RULES OF POLITICAL ETIQUETTE
Following the 2016 election, the role of politics in the workplace became increasingly prominent. And it’s not just employees that are bringing their personal beliefs into the corporate spotlight. A growing number of businesses are making their cultural and political values known through ads, partnerships, products and services, employee benefits, and more.
Decades of conventional etiquette have taught us that discussing politics is completely off-limits, especially in the office, since it risks alienating those around us and harming networking opportunities. Instead, we’re conditioned to shut down and shut out political discourse to prevent conflict. But if your cube-mate and your CEO are loudly and proudly marking their territory on the political spectrum, should you? In today’s cultural climate, it’s worth asking the question: Do the old rules of politics and office etiquette still apply?
It depends.
1. WHAT IS YOUR WORKPLACE POLICY?
Whether you work in the public or private sector, employers have the power to use gaps in federal non-discrimination law and non-solicitation policies to curtail political activity in the office.
Federal Law
While it's illegal for employers to fire or discriminate against individuals based on race, gender or religion, there is no such protection for political affiliations. And the First Amendment isn’t much help here, since it only covers the protection of free speech in relation to the government, not the private sector.
If you work in the public sector, you are protected under federal non-discrimination law, and as a government employee, your First Amendment protections are much stronger (so long as your political opinions aren’t preventing productivity). On the other hand, if you work in a private company, your employer can have a wide latitude to make hiring decisions based on subjective elements like political values.
"Are you chatting with your coworkers about your plans to vote, or are you telling them who they should vote for? The first is a conversation, the second is a solicitation."
Non-Solicitation Policies
Private companies also often have strict non-solicitation policies, which state that employees cannot participate in any activity or request to procure contributions or support for any product, organization, political group or belief. Basically, you have the right to give your friend a copy of Hillary Clinton’s book What Happened because you think she’ll find it inspiring. But campaigning for your 2020 presidential choice—while working—can get you fired. It can be a fine line, but it comes down to this: Are you chatting with your coworkers about your plans to vote, or are you telling them who they should vote for? The first is a conversation, the second is a solicitation.
None of these policies are meant to deter you from sporting your Nasty Woman shirt in the office. But you should be aware of these policies and regulations so you can better understand your rights and protections…or lack thereof.
2. WHAT IS YOUR JOB?
Beyond the nuts and bolts of rules and regulations, it’s important to ask situational questions like are you the boss or in a leadership position, or were you hired to perform a specific task?
If you’re in a position of power, you were hired to make decisions for the company—logo design, new store locations, sustainability initiatives, and yes, whether or not to make politics part of your brand. Some companies elect to stay out of the fray, while others consider it an important part of their messaging. Either approach is reasonable and up to the discretion of leadership. Running a company comes with the privilege of making bold statements, as well as the responsibility to be accountable for them.
On the other hand, if you were hired for a specific job, you have the luxury of knowing someone else is making—and owning the potential consequences of—major decisions. Your responsibilities are clearly outlined in your job description, and unless you work for an NGO or newspaper, talking about politics probably isn’t what you’re getting paid for. Your company hired you for your professional talents and expertise. Focus on being kick-ass at that.
3. WHO IS YOUR AUDIENCE?
Know your audience. It’s the cornerstone of any good presentation, and the key to navigating politics at work. While your personal life will invariably seep into your professional life, it’s important to channel it appropriately. If you wouldn’t talk to your manager about Friday’s bar-hopping extravaganza, you probably shouldn’t joke about Trump’s latest tweet-storm, either.
You should never feel like you have to hide who you are at work. But you don’t need to share every detail of your personal life, either. If you and a colleague have established the kind of professional relationship that welcomes political discourse, go for it. If not, or if you’re unsure, there are plenty of other things for you two to talk about.
4. DO YOU FEEL SAFE?
This one is simple—and perhaps the most important. If you don’t feel safe expressing your beliefs, or if someone else is imposing their beliefs on you, then you have the right to address the problem.
Politics should never be used a shield for harassment, so try addressing the root cause of your concern, rather than the political overtones. If talking to your colleague directly doesn’t work, take note of what's being said and tell your manager how it’s interfering with your job and sense of security at work.
MAKING THE RIGHT CHOICE FOR YOU
The intersection of politics and business is shifting, but it doesn’t have to be scary or shameful. In today’s hyper-partisan landscape, it can be easy to become so fearful or frustrated with politics that it seems better to avoid it altogether. But as businesses continue to take a stand on cultural and political issues, it may not be possible to stay neutral, and silence often has its own downsides.
It’s time to really think about your place in the political-workplace discussion.
Educate yourself on your employer’s non-solicitation policy. Scenario-plan how you would feel comfortable addressing politics with a colleague, and what may happen as a result. Consider the possibility that your company’s political affiliations might not be something to avoid, but something to help guide your career—do you want to work at a company that openly shares your values? (Nearly half of all millennials say matching values are “very influential” to their job search and careers.) Maybe a company’s political values are immaterial to you, or maybe they’re a sign to find a better fit.
Like your vote, the choice—and the responsibility—is yours.
