the foHRsight podcast: When Politics Enters the Workplace - Why HR Leaders Can't Ignore Geopolitical Tensions

In a world where political polarization continues to intensify, HR professionals face a growing challenge: how to handle political discussions in the workplace. While conventional wisdom suggests avoiding politics at work, the reality is that geopolitical tensions inevitably influence our professional environments and organizational strategies.

In a recent conversation on the foHRsight podcast with Kourtney Shelton, VP of People and Culture at Redstone Agency, we explored this timely topic and why HR leaders must develop strategies to navigate these complex waters rather than pretending politics don't exist.

Politics and Work: An Unavoidable Connection

"Politics have always heavily influenced what we entitle people to, how we treat people, how we engage with people," Kourtney explains. "Politics has such a heavy piece in that."

The impact of politics extends far beyond election cycles and personal opinions. From economic conditions to workplace regulations, political decisions shape fundamental aspects of our organizational life. HR leaders who fail to recognize these connections risk being blindsided by external factors that directly influence employee experience and business outcomes.

Kourtney points out that many HR professionals discuss "politically adjacent items like the economy, but not politics and the way that they influence it." This artificial separation creates blind spots in strategic planning.

Finding Your Organization's True North

One of the most insightful points Kourtney raises is how political fluctuations test an organization's authenticity. Recent years have shown many companies shifting their positions rapidly, particularly regarding DEI programs.

"So many companies just aren't even there yet," Kourtney notes when discussing how organizations define who they are and what they stand for. "This is why we've been seeing the pullback on a lot of different things across North America—because the organizations were so politically swayed that they put out these programs that didn't feel tied to them, and now they're pulling them back."

This lack of authenticity creates discord with employees who joined an organization based on values that now appear negotiable. As Kourtney puts it, "I joined this because I thought you guys were a decent company to work for. If I would've known that it wasn't that, I might not have joined."

The Grey Area: Moving Beyond Political Polarization

Perhaps the most valuable perspective Kourtney offers is the importance of finding the "gray area" in politically charged conversations. Rejecting the all-or-nothing approach that dominates much of today's political discourse.

"We as a society, it's like it's gotta be all or nothing," she observes. "It's either you think we should spend $10 million on DEI programs or you think we should spend zero."

For HR leaders, creating space for nuanced discussions rather than polarizing extremes is essential. Kourtney advises HR professionals to "create an environment in which we have reasonable and normal discussions around politics." When we shy away from these conversations, "it's almost like we pretend it's not happening."

Practical Advice for HR Leaders

How can HR professionals navigate politically charged environments while maintaining organizational cohesion? Kourtney offers several practical insights:

1. Define your organizational values: Know what your organization truly stands for before political pressures arise.

2. Be consistent: Avoid dramatic pendulum swings based on political currents

3. Create space for reasonable discussion: Don't pretend politics don't influence your workplace.

4. Embrace complexity: Recognize that few issues are black and white.

5. Encourage intellectual freedom: "When we inhibit anyone, we inhibit ourselves at the same time," Kourtney notes.

Looking FoHRward with Hope

Despite current political turbulence, Kourtney remains optimistic. She finds hope in seeing "pockets of people that are true and that really hold true" to their values.

"We're a resilient species," she concludes. "We will overcome whatever this is over the next couple of years."

For HR leaders navigating geopolitical tensions in the workplace, this perspective offers valuable guidance: acknowledge political influences, stay true to authentic values, create space for nuanced discussions, and maintain hope that organizations can find their way through even the most challenging political climates.