If your dinners have been anything like mine lately, the U.S. election has been served up as the main dish most nights.
Some nights are much spicier than others.
Together with my kith and kin, I have grappled with the importance of character in a leader, debated geopolitical and reproductive issues, questioned election reform, tackled media misinformation and scrutinized the resumes of each candidate. And we are Canadians with no vote to cast.
But many Canadians can relate to my story. We are all closely following the U.S. election, some with more zeal and interest than for our own election process.
What happens in America is often a harbinger of things to come here at home. Since COVID, like our American counterparts, Canadians have shared an open skepticism of government programs that is palpable.
It is no longer about who wins or loses on a particular platform. Voters are questioning the transparency of the voting process all together.
The issues coalescing around this election are charged, polarizing and controversial. They are issues to be debated behind closed doors, according to the traditional stock. But to others, it is a time to add their voice to the public discourse, online and amplified.
A natural conclusion that follows is that political beliefs and activism is about to re-enter the workplace in a big way. Regardless of the outcome of this U.S. election, there will be many Canadian employees who vehemently oppose the outcome and will take to online channels to share their views publicly with a goal to gain traction and online popularity. This is not a probability, this is an unequivocal certainty.
Then, employers will face a call to action from other employees to condemn the political views aired by their online-influencer peers. At worst, employers risk facing public rebuke for action taken or not taken, or at best, some form of internal dissension and rift building will grow that progressively becomes harder to bridge.
When employees become openly disagreeable, employers have no choice but to mediate, investigate and make hard decisions. It’s a no-win situation.
But employers have a small window of opportunity to set expectations before the ball drops Tuesday night.
Remind employees that there is no room for your workplace to be politicized. Tell employees their online political activism can’t follow them to work.
Encourage people in power at your organizations to walk the talk and avoid fanning political flames in the workplace.
I recall the fate of several truck drivers who took part in the trucker convoy of 2022. Some were terminated when their employers learned they were taking part in the protest. Taking political stands can leave deep wounds.
Employees must keep some perspective over the next few weeks. Some will need to decide if their political beliefs trump their livelihoods. It is a widely held misconception that workers have a right to free speech within the workplace. We are duty bound to the contracts we enter into at work, including codes of conduct that demand some level of decorum both in and out of the workplace.
While supervisors, owner-operators and managers may side with you on your views, if your political beliefs lead to major discord at work, this could jeopardize your future at your current employer.
No matter what happens Tuesday, employers will have their hands full and politically inclined employees will have decisions to make. Employers must remain very aware and ready to act.
Have a workplace problem? Maybe I can help! Email me a [email protected] and your question may be featured in a future column.
The content of this article is general information only and is not legal advice.