Compromise or Crackdown?

When the owners of National Football League teams decided not to ban players league-wide from kneeling in protest during the national anthem, it brought to public attention the notion that even if employers have the legal right to  institute such a ban, staying neutral and working things out is the more prudent strategy. According to an expert from outplacement and executive coaching firm Challenger, Gray & Christmas, while freedom of speech does not extend into the workplace, NFL owners — and employers in general — should be more focused on compromise than cracking down on employees who express and debate their political views.

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A Challenger, Gray and Christmas survey around the issue found that 94 percent of respondents have witnessed political discussions in the workplace, with 18.2 percent reporting that those discussions happening often.  So this is not an unusual scenario.

In the case of the NFL, there is no rule in place to force players to stand so no official league punishment for players who protest will happen. As of last Sunday, a scattering of players continued to take a knee during the national anthem, without repercussions.

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“In today’s climate, employers recognize political discourse is unavoidable at work. However, employers must be careful that these discussions do not violate anti-discrimination or harassment laws,” he says, adding that management should refrain from political discussions or imposing their own viewpoints on their subordinates. Above all else, he says, respect and professionalism must prevail in the workplace to ensure success and growth.

“The consistent and uniform administration of policies and procedures is the best way to ensure a positive work environment,” regardless of the profession or industry sector, he said.

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Tom Starner
Tom Starner is a freelance writer based in Philadelphia who has been covering the human resource space and all of its component processes for over two decades. He can be reached at [email protected].