Survey results: navigating politics in the workplace during the 2024 election

Published: September 9, 2024 | by Brightmine

Amid a divisive and high-intensity 2024 election season that has ramped up over the course of the last six weeks, it’s impossible to ignore the discourse across traditional media and social platforms. But how is the current political landscape impacting workplaces? Is the divisive nature creating conflict among employees? How will employers’ choices now impact future employee engagement and productivity? How does the current multigenerational workforce impact these discussions with Gen Z — a politically active generation — and a larger part of the workforce than prior elections?

To understand how political discourse is impacting Americans’ experience in the workplace and what employers should consider leading up to Election Day on November 5, we surveyed 2,000 U.S.-based adult consumers, including 1,150 employed Americans. Through this data, we gained insight into how Americans want employers to manage politics in the workplace, and how it’s impacting their own experience.

Check out the findings below to learn more.

Division around political discourse means employer choices can greatly impact culture and productivity

During the 2024 election season, more than one in three (36%) American employees have had colleagues or managers express political opinions that made them feel uncomfortable. While 29% asserted the belief that everyone should have the right to express their political views at work, these discussions may spell trouble for employers looking to keep employees engaged and motivated. In fact, more than a third (36%) believe engaging in political discussions at work creates unnecessary division among employees, while just 16% believe it creates comradery. Additionally:

While the younger generations are known to value transparency and inclusivity to a greater degree than previous generations, it seems political discourse in the workplace may have the greatest impact on their morale. One in eight (12%) Americans admit that discussing politics in the workplace makes them nervous to bring their whole, authentic selves to work. This number is much higher for Gen Zers at nearly one in four (22%), versus millennials (15%), Gen Xers (11%) and baby boomers (6%).

Political views among managers and leaders impact employee satisfaction and retention

With the current cooling of the U.S. labor market, employers may be less worried about retention, but this mindset can have a detrimental impact when the market becomes more buoyant.
Organizations that have not invested in employee-first policies during this period of slowdown may feel the impact of another “Great Resignation.”

Employees will remember how their companies reacted to one of the biggest elections in their lifetime, and especially how their managers addressed it — as relationships with management are the top factor in employees’ job satisfaction, according to data from McKinsey.

Our survey found that more than a third (36%) of Americans said if they found that their managers’ political views were different than theirs, it would make an impact on their relationship or feelings about their managers. This concern is much higher for Gen Zers (58%) than millennials (45%), Gen Xers (33%) and baby boomers (23%). The top three concerns were:

1. It would make them less likely to talk to their manager about personal challenges.
2. It would decrease their respect for their manager.
3. It would make them less engaged at work.

If company leaders expressed political views different from their own, more than half (57%) of Americans would have strong feelings about it, and 69% of Gen Zers said the same. Additionally:

• More than one in four (27%) said it would impact their job satisfaction, but they would stay in their current role – with a greater impact on Gen Zers (37%), compared to millennials (26%), Gen Xers (23%), or baby boomers (28%).
• One in 10 (10%) said it would make them consider leaving their current role.
• One in five (20%) said it would make them appreciate the diversity of opinions within their company.

Americans also feel strongly about statements from company leaders around hot-button issues (e.g., reproductive rights, foreign affairs, immigration, etc.). Nearly half (46%) of Americans do not think company leaders should address political topics, and more than a third (37%) think they should only address topics that relate to the organization’s core values.

Interestingly, once again, the younger generations seem to embrace a higher level of openness and transparency from their leaders. While only 17% of Americans think company leaders should share their personal views with employees, this number increases to 32% of Gen Zers and 28% of millennials.

Policies are the critical missing piece for managing politics in the workplace

With discourse surrounding politics in the workplace having a major impact on employees, it’s important for employers to have policies in place for how to manage political discussions. In fact, half (51%) of Americans believe workplaces should have policies against discussing politics at work.

Nearly half (45%) of employees reported their company has no policies around politics in the workplace. Of those who do, policies include:

• Guidelines to limit political activities or discussions (24%).
• Strict policies prohibiting political discussions or activities at work (20%).
• Protections for off-duty political conduct (15%).

Voting leave

Beyond internal company policies to better manage political discourse, there is a clear disconnect with U.S. companies’ voting leave policies for employees. Less than a third (29%) of employed Americans say their company has voting leave policies — even though 31 states have requirements — meaning many companies are likely either not complying with the law, or not informing their employees of such policies. This points to the critical nature of updating policies (such as employee handbooks) and communicating policies to employees around election season and whenever the law changes.

This lack of communication may be why only 28% of Americans have ever used voting time off to cast a ballot in any local, state or federal election. Despite being eligible to vote in the fewest elections, far more millennials (38%) and Gen Zers (36%) have used voting time off, compared to baby boomers (16%) and Gen Xers (25%).

The impact of this political landscape on the workplace cannot be overstated

With the election in only two months, the intense political climate and widespread discourse across media channels are unmistakable. The impact of this political landscape on the workplace cannot be overstated, with our survey data suggesting that divisive political conversations are affecting employee morale, productivity, and overall satisfaction. The current multigenerational workforce, including a significant number of politically active Gen Zers, underscores the need for employers to address these issues thoughtfully.

Ensuring clear policies around political discussions, updating employee handbooks, and effectively communicating these guidelines are crucial steps for maintaining a positive and productive work environment. Employers must also recognize the potential long-term implications of their current strategies on employee engagement and retention.

Above all, it’s crucial for employers to be clear on voting leave policies, for while political discussions should be managed carefully within the workplace, supporting employees’ right to vote outside of work, regardless of their political views, is essential.