Politics is not just a game played in government buildings or on the news. It also affects employee morale, and well-being, around the globe. Many employees, especially those with underrepresented backgrounds, are becoming more disengaged and anxious as anti-DEI rhetoric is gaining traction and policies change.
Inclusion is essential to wellbeing. It is impossible to talk about employee well-being without recognizing the impact of microaggressions or fear of career stagnation. Stress levels, morale, and productivity drop when employees don’t feel valued or included. In a McKinsey report on The State of Inclusion, employees who felt included reported higher job satisfaction, reduced stress, and greater engagement. When inclusion is compromised wellbeing is affected, and organisations suffer in terms of decreased performance and retention.
We help organizations create cultures in which employees feel valued, heard, and safe. In a time when political discourse is challenging the role of DEI at work, HR leaders need to take deliberate action to protect the wellbeing of employees by embedding inclusion in every aspect of employee experience.
Recognize the political climate and silence is not an option
The impact of avoiding the conversation will not disappear if you avoid it. Politics, especially those that threaten workplace inclusion, send strong signals to employees. They influence how they feel about themselves, their work, and whether or not they are valued. HR leaders need to be aware of these realities and take proactive steps to address them.
Employees can voice their concerns in a psychologically-safe environment by creating a space for open discussions, such as through listening sessions and leadership town halls. Employees don’t expect their organizations to take a stance on politics, but they expect assurances that their well-being and sense of belonging is a priority. It is easy to achieve this by creating safe spaces that encourage honest, vulnerable, and impactful discussions.
Reaffirm your inclusion – Employees are watching
Organisations must not waver in their commitment to inclusion, even when external rhetoric undermines DEI. Employees want to see real results, not just corporate speeches. In order to maintain trust and engagement, it is important to have a clear and consistent position on inclusion.
HR leaders must review and reinforce their policies regarding inclusion, belonging and psychological safety. Leadership Teams must be Trained in order to support diverse talent, and create workplaces that allow all employees to feel comfortable with their career advancement and workplace experience. Organisations will maintain a resilient and strong workforce by adopting a proactive approach that doesn’t wait for external events.
Psychological Safety is Non-Negotiable
Employees need to feel comfortable speaking up and sharing their concerns in times of political unrest. They also need to be able to be themselves at work. It is not by chance that this happens – it takes leaders who can foster trust and accountability.
HR teams must invest in training inclusive leaders and implement clear mechanisms to address bias, exclusion and discrimination. Psychological safety is the ability of employees to voice their concerns without fearing retaliation. Leaders must also model this commitment by modeling their own behavior.
Even the most well-intentioned wellbeing initiatives will fail without this foundation.
There is no one size fits all when it comes to wellbeing
Politics does not affect all employees the same. Some employees may not be affected, but others, especially those with marginalised backgrounds, may experience increased anxiety. They fear the rollback in progress made on DEI. It is important to remember that there will be no one-size fits all approach to wellbeing.
Organisations need to ensure that their wellbeing initiatives are tailored to the diverse needs of employees, whether it is through Employee Resource groups (ERGs), mental health support that is culturally competent, or flexible policies allowing employees flexibility in managing stress. A tailored approach shows that the company values and understands its entire workforce.
Real commitment is more important than mere rhetoric
The employees are watching how the organisations react in uncertain times. DEI policies and statements must be backed up by measurable action. If an organization is serious about employee wellbeing, they must integrate inclusion at every stage of employee experience from hiring through to retention and promotion. How can we expect employee wellbeing to improve if inclusion doesn’t become a priority in the workplace?
Companies that do not take action could lose talent. When employees feel that their concerns are ignored or inclusion is not given priority, trust, engagement and retention will suffer. Inclusion is not just the right thing to be doing, it’s also a business imperative.
A culture of wellbeing is created through inclusion
Organisations have a choice when political landscapes change: they can either let uncertainty undermine employee satisfaction, wellbeing and confidence or create a proactive sense of belonging and security. HR leaders who are the best know that wellbeing doesn’t just mean mental health days or perks. It’s also about making employees feel valued and safe.
Mahogany Inclusion Partners helps organisations go beyond buzzwords to create cultures that embed inclusion into all aspects of employee experience. In uncertain times, workplaces where everyone is welcome are the most successful.
