Political and societal groups have never felt more divided. Opinions are polarised on the rapid and large-scale changes around us and our employees will be feeling that polarisation, too.
We’re all having to negotiate an increasingly complex world, and as leaders, it can be hard to work out how to manage our teams through this turbulent period.
Is it really a business problem?
I think it is. No matter what sort of business we run, our organisations and the people who work for them are part of society. We can’t escape political or social issues – we are all affected by them.
So, how can we, as business leaders, support our teams (and wider communities) through divided times?
Stand up for your values and support diverse communities.
I talked about why DEI matters in my last article for Elite Business – Why DEI matters more than ever for growing businesses. With several businesses rolling back their DEI initiatives, it’s become more important than ever to speak out and act in support of your teams.
I was so happy to see that in the UK, the Co-Op recently declared its continued commitment to DEI work, saying that rolling these initiatives back “deepens inequality, weakens trust, and risks undoing decades of progress.”
If you’re going to stand by your DEI programme, think about what your organisation can do to reassure employees and the wider community that it is still committed to diversity and inclusion, and how would it respond to a challenge (for example, a client taking an opposite stance)? These are questions we need to think about and answer.
It’s easy to say these discussions should be kept away from work, but we need to show our teams that we support them. Too many people are feeling marginalised and vulnerable, and they should know the organisation they work for has their back.
Lead with empathy
Listen to people’s concerns and ask what you can do to help.
We all know people who are directly impacted by world events, or who are anxious about the state of the world.
Back in lockdown, leaders understood that our employees would need extra support to deal with uncertainty, change and trauma. This is another one of those times.
Encourage deeper connections at work, to develop empathy. Be curious – if someone thinks differently from you, take the time to think about why. What experiences led them there?
Build a culture of tolerance and unity
True inclusion means accepting people with different viewpoints and political opinions, as well as areas such as racial diversity, gender, sexuality and ability.
Focus on what unites us, and encourage teams to work together based on shared experience. We won’t always agree on everything, but by sharing the things that bring us together, rather than tear us apart, we help to build a more inclusive and supportive environment that gives some respite from the wider polarisation in society.
This also helps us see wider perspectives and understand that to disagree is human, and shouldn’t rip us apart.
All these things will help bring a company together, relieve anxiety in your teams and make for a more productive and happy workforce.
