Written by Vivian Marinelli, Psy.D., FEI Senior Director Crisis Management Services

Our organizations thrive due to the diversity of our employees. The new ideas and varying viewpoints from this multi-generational workforce result in a continuing evolution of the organization that keeps it current and hopefully leads to success.

These same variances can also lead to workplace challenges when emotionally charged events occur in the community. These can be positive or negative in nature and, due to differences in opinion, can result in workplace discussions bordering on confrontation—especially if the events directly or indirectly impact individuals in the organization.

We’ve recently been experiencing more political demonstrations and protests in the U.S. First observed in response to police-involved shootings in Ferguson, Baltimore, Baton Rouge, Milwaukee and Charlotte, media coverage of these events (including through social media) has encouraged discussions in both communities and the workplace.

Politics in general have always been a point for discussion. This being an election year, we’ve been barraged by the 24-hour news cycle regarding our presidential candidates. This year has been especially contentious as a result of the nominees for both parties and the issues at hand.

Either of these events can have a polarizing effect on a community, and it doesn’t always stop outside the company door. So how do you maintain civility within the workplace and still allow for disparate opinions?

Establish an accepting company culture. Encourage open dialogue within the workplace that is respectful of differing opinions, ideas and cultures.

Increase awareness. We know topics such as religion, politics, race, gender and sexual orientation have the potential to result in friction. When events are occurring that give rise to workplace discussions, a reminder of the company culture can help keep these interactions from becoming confrontational.

Identify how a political event is impacting the community. Some events, if they have resulted in demonstrations, protests and possibly even riots, have the potential to be extremely divisive, both within the community and in organizations within the community.

Assess how the political event might affect interactions in the workplace. Are there members of your staff—or members of their families—who have been directly impacted by an event? If this is the case, discussions may be more subjective and personal in nature. As a manager or supervisor of someone personally affected by an event, it’s important to monitor the need to involve HR if necessary.

Assess how such events might impact the workplace. Some protests have turned to riots, potentially impacting community businesses. Keeping your staff informed about events and the organization’s emergency planning and response is critical for their safety. This awareness may also increase discussion on the issues being raised by protests.

Freedom of speech is one of our protected constitutional rights. However, in order for organizations to function, the best course of action is to have a recognized company culture that is grounded in mutual respect.