policies on politics in the workplace

June 19, 2016

SHRM Survey Findings: Policies on Politics in the Workplace

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IntroductionThe Policies on Politics in the Workplace Survey sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.

DefinitionsFor the purposes of this survey, the term political activities refers to activities in support of or against a political party, candidate, group/association or agenda—for example, actively discussing or promoting a political candidate, party or idea.

Policies on Politics in the Workplace ©SHRM 2016

Introduction and Definitions

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Key Findings


• The majority (72%) of HR professionals indicated their organizations discouraged political activities in the workplace. Few (4%) indicated their organizations encouraged political activities.

• Two-thirds (67%) of HR professionals reported that their organizations did not have a policy addressing political activities in the workplace. About one-quarter (24%) of organizations had a written (i.e., formal) policy on political activities, whereas 8% had an unwritten (i.e., informal) policy.

• Of organizations that had a written policy in place, a verbal warning was the most common disciplinary action (63%) used in response to a violation, followed by a written warning (46%), termination (29%) and suspension (28%).

• More than four-fifths (86%) of HR professionals indicated their organizations allowed employees to take either paid (53%) or unpaid (33%) time off to vote. Among organizations that allowed employees to take time off to vote, 54% were required to do so by the state.

• More than three-quarters (77%) of HR professionals reported that their organizations did not take any actions to encourage employees to vote in political elections.

• More than two-thirds (70%) of HR professionals perceived the same amount of political volatility in the workplace during the current (2016) presidential election compared with previous election years. About one-quarter (26%) perceived greater political volatility.

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What Do These Findings Mean for the HR Profession?


• Organizations cannot prohibit employees from discussing politics. The National Labor Relations Board classifies political discussion as a "protected concerted activity.” Thus, a policy prohibiting such discussions is not an option, nor can a manager tell employees that they are not permitted to have these kinds of discussions.

• However, political discussions can often touch on issues related to protected classes and must therefore be treated with caution. Candidate platforms are sometimes directly or indirectly related to a protected class. Thus, discussions of these topics could create situations where employees could feel discriminated against or bullied. HR professionals and managers must therefore exercise good judgement about when to step in to quell discussion that is becoming heated, inappropriate or impeding productivity.

• Even a minor increase in political volatility in the workplace can create major headaches for HR if not managed well. Although the majority of HR professionals (70%) did not view this election cycle as more volatile than previous ones, a little more than a quarter (26%) did report that compared with previous years employees were more vocal about their opinions, appeared to view candidates as more polarizing and were more concerned about their choices. These types of concerns could pose problems for teamwork and cohesiveness if not managed well.

Policies on Politics in the Workplace ©SHRM 2016 5

• HR professionals may need to be prepared for more volatility as the campaigns wear on. Anything is possible during a political campaign—not least controversy and disagreement. Therefore, HR professionals must continue to be aware of changes in the culture or teamwork and take steps to build bridges to keep their organizational culture positive and collaborative.

• If concerns with political volatility increase, more HR professionals and their organizational leaders may decide to develop written policies relating to political activities in the workplace. Although organizations cannot prohibit political discussion in the workplace, they can create overall policies around political activities at work. Because of the many legal issues involved, organizations that plan to create these types of policies will want to make use of legal guidance and expertise when designing such policies.

What Do These Findings Mean for the HR Profession? (continued)


Encouragement of Political Activities in the Workplace

Does your organization encourage political activities in the workplace?

Yes, we encourage political activities in the workplace

No, we discourage political activities in the workplace

We neither encourage nor discourage political activities in the workplace*

Other

4%

72%

16%

9%

Note: n = 400. Percentages may not total 100% due to rounding. Respondents who answered “not sure” were excluded from this analysis.An asterisk (*) indicates that this response option was developed from open-ended responses.


Organization Policies on Political Activities in the Workplace

Yes, we have a written (i.e., formal) policy on political activities

Yes, we have an unwritten (i.e., informal) policy on political activities

No, we do not have a written or unwritten policy on political activities

24%

8%

67%

55%45%

Yes No

Does your organization have a written or unwritten policy

addressing political activities in the workplace?

Does your organization’s policy on political activities specify what types of activities are covered?

Note: n = 115. Only respondents whose organizations have a written or unwritten policy on political activities were asked this question. Respondents who answered “not sure” were excluded from this analysis.

Note: n = 418. Percentages may not total 100% due to rounding. Respondents who answered “not sure” were excluded from this analysis.


Organization Policies on Political Activities in the Workplace (continued)

Comparisons by Organization Sector• Government organizations were more likely than publicly owned for-profit,

privately owned for-profit, nonprofit and other organizations to have a written policy addressing political activities in the workplace.

Written policy addressing political activities in the workplace

Government (77%) >Publicly owned for-profit (24%)Privately owned for-profit (13%)

Nonprofit (23%)Other (20%)

Comparisons by Organization Size• Organizations with 10,000 or more employees were more likely than

organizations with 1 to 99 employees to have a written policy addressing political activities in the workplace.

Written policy addressing political activities in the workplace

10,000 or more employees (46%) > 1 to 99 employees (14%)


Political Activities Covered in Organization Policies

Percentage

Prohibiting employees from campaigning for a candidate or political party during hours that they are to be working 65%

Prohibiting employees from using their position within the organization to coerce or pressure any other staff member, vendor or supplier to make contributions to or show support for political candidates or causes

62%

Prohibiting the use of organization assets in support of any political candidate or party 62%

Prohibiting employees from harassing co-workers for their political beliefs (e.g., attempting to change their beliefs, criticizing them for their beliefs) 59%

Prohibiting employees from engaging in any form of political activity on the organization’s premises 55%

Prohibiting the use of social media accounts affiliated with the organization in any way to post political views or opinions 52%

Which of the following are covered in your organization’s policy on political activities?

Note: n = 128. Only respondents whose organizations have a written or unwritten policy on political activities were asked this question. Percentages do not total 100% due to multiple response options. Respondents who answered “not sure” were excluded from this analysis.

Percentage

Taking disciplinary actions for failing to comply with the policy 47%Prohibiting employees from discussing politics in a disruptive way with co-workers (e.g., keeping other employees from doing their work) 45%

Prohibiting non-job-related paraphernalia (e.g., campaign logos) around workspace 45%

Enforcing dress code that prohibits campaign paraphernalia (e.g., logos, buttons, t-shirts) on normal days and casual days 34%Prohibiting employees from representing themselves as their organization while engaging in political activities (e.g., campaigning, donating, endorsing)*

9%

Prohibiting employees from running for a political office while holding a position within the company* 8%

Other 7%


Political Activities Covered in Organization Policies (continued)

Note: n = 128. Only respondents whose organizations have a written or unwritten policy on political activities were asked this question. Percentages do not total 100% due to multiple response options. Respondents who answered “not sure” were excluded from this analysis. An asterisk (*) indicates that this response option was developed from open-ended responses.

Which of the following are covered in your organization’s policy on political activities? (continued)

Verbal warning

Written warning

Termination

Suspension

Depends on the situation*

Progressive disciplinary action*

Other

None, no actions are taken

63%

46%

29%

28%

10%

4%

4%

3%


Disciplinary Action for Violating Organization’s Political Activities Policy

Note: n = 123 . Percentages do not total 100% due to multiple response options. Only respondents whose organizations have a written or unwritten policy on political activities were asked this question. Respondents who answered “not sure” were excluded from this analysis. An asterisk (*) indicates that this response option was developed from open-ended responses.

What disciplinary action is taken when employees violate the organization’s political activities policy?

In the past 12 months, only 1% of organizations reported disciplining employees for violating the organization’s policy on political activities.


Time Off to Vote

Does your organization allow employees to take time off to vote?

Yes, we allow employees to take paid time off to vote

Yes, we allow employees to take unpaid time off to vote

No, we do not allow employees to take time off to vote

53%

33%

14%

Yes

No

54%

46%

Is your organization required by the state to allow employees to take time

off to vote?

Note: n = 243. Only respondents whose organizations allow employees to take time off to vote were asked this question. Respondents who answered “not sure” were excluded from this analysis.

Note: n = 407. Respondents who answered “not sure” were excluded from this analysis.


Time Off to Vote (continued)

Comparisons by Organization Region• Organizations in the West were more likely than organizations in the Midwest to

allow employees to take paid time off to vote.Allow employees to take PAID time off to vote

West (66%) > Midwest (43%)

Allow employees to take UNPAID time off to vote

Midwest (45%) > Northeast (21%)

Disallow employees from taking time off to vote

Northeast (25%) > West (8%)

• Organizations in the Midwest were more likely than organizations in the Northeast to allow employees to take unpaid time off to vote.

• Organizations in the Northeast were more likely than organizations in the West to not allow employees to take time off to vote



Comparisons by Organization Sector

• Government organizations were more likely than publicly owned for-profit and privately owned for-profit organizations to allow employees to take paid time off to vote. Allow employees to take PAID time off to vote

Government (76%) > Publicly owned for-profit (38%)Privately owned for-profit (51%)

Disallow employees to take time off to vote

Publicly owned for-profit (25%) > Privately owned for-profit (11%)

• Publicly owned for-profit organizations were more likely than privately owned for-profit organizations to not allow employees to take time off to vote.



Comparisons by Organization Size• Organizations with 100 to 499 employees were more likely than organizations

with 500 to 2,499 employees to allow employees to take unpaid time off to vote.Allow employees to take UNPAID time off to vote

100 to 499 employees (43%) > 500 to 2,499 employees (22%)


Encouraging Employees to Vote in Political Elections

Percentage

None, no actions are taken 77%We share nonpartisan messages via e-mail, bulletins, posters, etc. encouraging employees to vote 6%

We provide information to employees on voter registration 4%We provide information to employees on voting locations and times 4%We provide employees with nonpartisan issue-related information 2%We have a voter registration drive (e.g., onsite/online registration opportunities) 2%

We provide employees with nonpartisan information about candidates 1%Other 6%Note: n = 425. Percentages do not total 100% due to multiple response options. Respondents who answered “not sure” were excluded from this analysis.

What actions does your organization take to encourage employees to vote in political elections?


Political Volatility During the 2016 Presidential Election

There is greater political volatility

There is the same amount of political volatility

There is less political volatility

26%

70%

5%

• “Employees are more vocal about their opinions (e.g., more discussions, more arguments).”

• “Employees feel that candidates are more polarizing than in previous years.”

• “Employees appear to be more concerned in regard to their choices than in previous years.”

Note: n = 298. Percentages may not total 100% due to rounding. Respondents who answered “not sure” were excluded from this analysis.† For the purposes of this survey, political volatility refers to employee behavior displaying increased tension, hostility or arguments among co-workers due to political affiliation.

For the 2016 presidential election compared with previous election years, would you say there is greater, about the same or less political volatility† in the workplace?


Key Findings

Demographics

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Percentage

Manufacturing 19%Professional, scientific and technical services 18%Health care and social assistance 14%Finance and insurance 11%Government agencies 9%Educational services 8%Retail trade 6%Accommodation and food services 6%Transportation and warehousing 5%Construction 5%Religious, grant-making, civic, professional and similar organizations 4%

Demographics: Organization Industry


Note: n = 409. Percentages do not total 100% due to multiple response options.

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Key FinDemographics: Organization Industry (continued)

Percentage

Administrative and support, and waste management and remediation services 3%Wholesale trade 3%Information 3%Repair and maintenance 2%Utilities 2%Real estate and rental and leasing 2%Arts, entertainment and recreation 2%Agriculture, forestry, fishing and hunting 1%Mining, quarrying, and oil and gas extraction 1%Personal and laundry services 1%Other industry 12%


Note: n = 409. Percentages do not total 100% due to multiple response options.

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Key FinDemographics: Organization Sector

Privately owned for-profit

Nonprofit

Publicly owned for-profit

Government

Other

53%

19%

15%

9%

3%

†


Note: n = 412. Percentages may not total 100% due to rounding.† Government includes the federal government, state governments, local governments, tribal governments and school districts.

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Key FinDemographics: Organization Staff Size


1 to 99 employees

100 to 499 employees

500 to 2,499 employees

2,500 to 9,999 employees

10,000 or more employees

30%

32%

18%

10%

10%

n = 398

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Key FinDemographics: Region


South

Midwest

West

Northeast

37%

24%

24%

15%

n = 362

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Key FinDemographics: Other


n = 414

U.S.-based operations only 76%

Multinational operations 24%

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 415

n = 285

n = 283

Single-unit organization: An organization in which the location and the organization are one and the same.

34%

Multi-unit organization: An organization that has more than one location. 66 %

In the U.S., is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location, or by both?

Multi-unit headquarters determines HR policies and practices. 49%

Each work location determines HR policies and practices. 5%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices.

46%

Corporate (company-wide) 71%

Business unit/division 16%

Facility/location 13%

What is the HR department/function for which you responded throughout this survey?

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SHRM Survey Findings:

Survey Methodology

SHRM Survey Findings: Policies on Politics in the Workplace


Survey Methodology:• Response rate = 15%• 457 HR professionals from a randomly selected sample of SHRM’s membership

participated in this survey• Margin of error +/- 5%• Survey fielded May 2016

Project Lead:Samantha DiNicola, SHRM Research

Project Contributors:Evren Esen, director, SHRM-SCP, Survey Programs, SHRM ResearchTanya Mulvey, researcher, Talent Management & Workforce Skills, SHRM ResearchMichael Sarrette, researcher, SHRM ResearchJennifer Schramm, manager, Workplace Trends and Forecasting, SHRM ResearchKaren Wessels, researcher, Workforce Planning, SHRM Research

26Policies on Politics in the Workplace ©SHRM 2016

About SHRM

The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, representing 285,000 members in more than 165 countries. For nearly seven decades, the Society has been the leading provider of resources serving the needs of HR professionals and advancing the practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org.

http://www.shrm.org/

policies on politics in the workplace

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