It’s Inhumane to Avoid Politics at Work
Quick advice for leaders navigating election season
During the 2016 election, I was working for OWN: Oprah Winfrey Network, and I’ll never forget the air of disillusionment, confusion, and everything in between that took over the office. Emotions ran high. It was the first time my daughter told me she was afraid to go to school because of how divisive things had become.
Oprah—one of the greatest CEOs and leaders of our time (I’ll keep saying it)—did something unforgettable and revolutionary in my eyes. She gathered her leadership team in the lobby, no agenda. The rest of the employees had the day off. Just a chance to decompress. To process.
She understood something significant — that it wasn’t about solving something or trying to figure out what this means for the business, it was about allowing the people in her company to express what needed to be express as humans and individuals. The conversation was so loud in the world that it would be impossible to move forward with the work because we would be distracted and disengaged.
We sat there for hours. Some were really vocal. Others didn’t say anything all. There were tears, laughter, silence, hard questions, even disagreement because we all have different experiences and different perspectives when it comes to our politics. There was no pressure to reach some “outcome.” Just a chance to be human together, to say, “This matters to us.” And in a strange way, I think we left that room closer to each other than before and it made us stronger as a group.
Here’s the thing: asking people to leave politics at the door isn’t just unrealistic—it’s inhumane. Our jobs and the decisions we make every day are directly impacted by these elections. You can’t tell someone to “compartmentalize” something that affects the core of their life. That’s the same as saying, “I don’t care about your life.”
And yet, some companies are doing just that. Telling employees they can’t speak up at all. Refusing to acknowledge what their people are experiencing. Frankly, it’s shameful. It’s a violation of trust. Because when a company says, “Keep that to yourself,” they’re telling people to silence the parts of themselves that need care, connection, and support. They’re saying, “This isn’t a place where you get to be human.” In the long run, this approach only creates what companies are trying to avoid — resentment, detachment, and burnout.
If you haven’t been the kind of the leader that’s in consistent practice of creating a safe environments, doing it in these moments can feel performative and insincere. Regardless, the goal is to signal to your people that you care about them as a human being not just someone who has to get things done for the company. Anytime is a great time to begin showing this and how we show up in this bigger moments tells the person who you really are as a leader and who the organization really is.
Here’s what I’ve learned along the way that might help you as a leader:
Don’t assume everyone wants to talk. Not everyone is ready—or wants—to discuss politics at work. Creating open forums and expecting people to bring their vulnerability can backfire. Instead, reach out individually and gauge each person’s comfort level. Some people are vocal, while others prefer to keep work and personal opinions separate. Respect where they’re at and check in before initiating any conversation.
Hold a private space. Don’t enforce “sharing” in big groups. Let those who do want to express themselves do so in a safe, private setting. Ignoring this impulse to connect? That’s inhumane. Just make sure they know they won’t be forced to reach some conclusion. People need an outlet, not a solution.
Demand respectful discourse. Disagreement is healthy; disrespect isn’t. Draw a hard line here and shut it down the moment it appears.
Encourage time off. Look over their workload with them. Sit with them, help them identify what can wait. Truthfully, about 40% of what we work on in a day isn’t mission-critical. Give them permission to let some things go. End their day early. Start later. Sometimes people just need to feel like they can breathe.
You don’t need the right answer. You’re their leader, not their savior. Be honest about where you stand, even if it’s uncertain. Phrases like, “I don’t know,” “I’m not sure,” and “I don’t have the words” are incredibly powerful in moments like these.
Take care of yourself, too. This role isn’t easy, and it only gets harder if you don’t rest. Get sleep, talk to a therapist or coach, minimize screen time before bed, and give yourself a little extra time to breathe and check in. If you’re struggling to support your team, ask for help yourself.
The most important thing you can do is make sure people feel safe to speak, safe to listen, and safe to bring their full, complex selves to work—even when it’s messy. You’re not going to get it perfect and mistakes will be made. As a reminder, we spend 70% of our lives at work and that means that you are one of the most influential forces in their lives. As a leader, you signed up to guide people through difficult times, so make sure your team knows they are seen, and they are cared for as people, not just employees.
Sending strength,
m
Very helpful tips, thank you ❤️