Navigating Political Polarization: Cultivating Civility and Respect in the Workplace

The High Cost of Incivility

Political divides are increasingly impacting the workplace. A recent Harris Poll reveals a startling 40% of Gen Z and Millennial employees would resign due to political clashes, while 42% across all generations report team dynamics affected by political differences. With the constant influx of news and a new presidential administration, these tensions are only expected to escalate.

The Society for Human Resources Management (SHRM) highlights the significant cost of workplace incivility. Their 2024 study shows employees in uncivil environments are over three times more likely to be dissatisfied and twice as likely to leave within a year. Similarly, HR professionals in such settings report double the turnover rate.

Reframing DEI: Focusing on Core Values

Amidst the ongoing discourse surrounding diversity, equity, and inclusion (DEI), maintaining respectful dialogue, even during disagreements, has become increasingly challenging. Consequently, many organizations are shifting their DEI initiatives towards emphasizing core values like respect, civility, and inclusion. This strategic move not only avoids legal pitfalls but also clarifies the program's true intent. After all, a positive and respectful work culture is a competitive advantage that's difficult to replicate.

Cultivating Cultural Competence: A Six-Step Model

While civility and respect sound appealing in theory, implementing them practically requires deliberate effort. Sara Taylor, author of "Thinking at the Speed of Bias," offers a groundbreaking cultural competence model that provides a roadmap for respectful interaction across differences. She emphasizes that building a truly civil and inclusive workplace begins with fostering cultural competence.

Taylor's model outlines six key stages of cultural competence:

From Unawareness to Understanding: The Six Stages

The journey begins with Unawareness of Differences, where individuals may be oblivious to their own biases and perspectives. Next comes Focus on Differences, characterized by categorization and judgment, often leading to stereotyping and "othering." The third stage, Focus on Similarities, attempts to bridge divides by emphasizing shared values, but risks oversimplifying complex differences.

A crucial turning point occurs in the See Self stage, where individuals begin acknowledging their own biases and filters. This self-awareness paves the way for See Others, enabling recognition of the complexity of others' perspectives without judgment. Finally, See Approach marks the ability to adapt behavior to be more civil and considerate in the eyes of others.

"In the past, people were stuck in the third stage...This is necessary for civility...Differences are not bad, they are just different," explains Taylor.

The Role of Leadership

Reaching the final stage is paramount, especially for leadership teams navigating today's polarized climate. As Taylor notes, "A group is never more culturally competent than its leadership...The time is now to make civility appealing."

“A group is never more culturally competent than its leadership. The level of cultural competence is contingent upon leadership because the leaders set the bar. We are the bar of polarization. The time is now to make civility appealing.” - Sara Taylor

Conclusion

Cultural competence is a journey of growth, enabling effective interaction across differences. Leaders play a crucial role in shaping workplace culture, setting the standard for civility and respect. Embracing these values is not just ethically sound; it's essential for navigating political discourse and fostering a thriving work environment.