Gartner HR Survey Shows Political Discussions in the Workplace Are Affecting Employee Dynamics

Nearly half (47%) of U.S. employees reported feeling uncomfortable discussing their own opinions about political or social issues with coworkers, according to a survey by Gartner, Inc.

The September 2024 Gartner survey of more than 925 U.S. employees found that while one-third of employees find political conversations interesting, 16% find them to be stressful. Only 44% of employees are comfortable sharing their own opinions about political or social issues with coworkers.

Despite many employees feeling comfortable discussing politics in the workplace, one-quarter of employees (25%) have witnessed at least one of the following aggressive or counterproductive behaviors directed at a co-worker based on their political beliefs:

• Being called offensive names (6%)
• Being treated unfairly (6%)
• Witnessing an argument or raised voices (11%)
• Being avoided by colleagues (10%)
• Experiencing an abrupt end to a conversation (11%)

“In the last two weeks leading up to the U.S. presidential election, employers need to continue to communicate their expectations of employee conduct and provide their workforce with the resources and tools to make sure these conversations remain constructive and civil,” said Alexander Kirss, Senior Principal in the Gartner HR practice.

Fifty-nine percent of employees responding to the September 2024 survey reported that their organization does not actively discourage political conversations at work. However, just 16% said their organization provides tools to help managers understand and manage social and political issues at work; only 15% said their organization provides similar tools to employees.

With the results of the election expected to magnify impacts to the workforce, Gartner has identified three actions that HR leaders can take to minimize disruption:

1. Establish a process for weighing potential organizational responses now. HR leaders need to take the lead on discussions with senior leaders (particularly the CEO and executive team) now, before the election, to ensure consensus on potential organizational policies and responses, and establish a process for managing employee “asks.” This will ensure a clear starting point and surface any differing views early. Following the election, senior leaders should activate the agreed upon process to carefully weigh potential courses of action. Then, take a moment to pause and agree as a team on whether – and how – to respond to calls for action from employees or other stakeholder groups.
   
   
2. Expand their personal listening network. Only 9% of surveyed employees reported their organization uses regular surveys or other tools to assess employees’ views on specific social and political issues. Similarly, only 7% say the organization assesses what employees want the organization to do regarding specific social and political issues. To gain better insight, HR can ask trusted colleagues to act as “listening posts” for employee views, including conducting focus groups, partnering with employee resource groups or crafting employee surveys. While it can open up the organization to more discrete employee “asks” that are difficult to meet, inaction may be costly if employees expect their employer to take a stance on an issue.
   
   
3. Equip managers and employees with tools to ensure political discussions in the workplace are not disruptive. Organizations need to provide managers and employees with the necessary tools to support civil conversations. This includes conversation guides to help managers talk to their direct reports about difficult subjects, as well as guidance on how to preemptively and retroactively manage employee tension. While tools are important, it’s also important for organizations to be continually invested in building an inclusive and resilient culture, one that can transcend political and social issues. 

Gartner clients can learn more about how to prepare for the upcoming election in the report What Employees Are Thinking About U.S. Politics, and How HR Leaders Can Respond.

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