{"id":48330,"date":"2020-10-20T18:35:00","date_gmt":"2020-10-20T18:35:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=48330"},"modified":"2025-09-08T10:22:50","modified_gmt":"2025-09-08T10:22:50","slug":"workplace-politics-is-not-same-as-politics-in-workplace","status":"publish","type":"post","link":"https:\/\/talogy.com\/en\/blog\/workplace-politics-is-not-same-as-politics-in-workplace\/","title":{"rendered":"Workplace politics is not the same as politics in the workplace"},"content":{"rendered":"\n<p><span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">It&#8217;s a common understanding to not talk politics at work. But, after spending over a year\u00a0<\/span><a href=\"https:\/\/journals.sagepub.com\/doi\/abs\/10.1177\/0149206320909419?journalCode=joma\" target=\"_blank\" rel=\"noreferrer noopener\"><span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span data-ccp-charstyle=\"Hyperlink\">reviewing and synthesizing academic research<\/span><\/span><\/a><span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> from political scientists, management scholars, and psychologists \u2014\u00a0we found that politics actually has a lot to do with work and workplace dynamics. \u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">In part, this may be because over the past decade,\u00a0terms like\u00a0<\/span><a href=\"https:\/\/www.washingtonpost.com\/business\/2019\/12\/30\/first-there-was-diversity-then-inclusion-now-hr-wants-everyone-feel-like-they-belong\/\" target=\"_blank\" rel=\"noopener\">authenticity,\u00a0inclusivity,\u00a0and belonging<\/a><span data-contrast=\"none\"> have become buzzwords as organizations strive to\u00a0create\u00a0social\u00a0climates that\u00a0respect and value the unique identities of\u00a0<\/span><i><span data-contrast=\"none\">all<\/span><\/i><span data-contrast=\"none\">\u00a0employees. While policies and messages encouraging individuals to \u201cbring their full selves to work\u201d\u00a0are\u00a0well intentioned, there may\u00a0be\u00a0unintended consequences if employees bring their\u00a0<\/span><i><span data-contrast=\"none\">political <\/span><\/i><span data-contrast=\"none\">selves to\u00a0work.\u00a0\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">Politics\u00a0is\u00a0an increasingly\u00a0salient part of day to day life<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>and polarization based on political views has <\/span><a href=\"https:\/\/www.pewresearch.org\/politics\/interactives\/political-polarization-1994-2017\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">increased dramatically<\/span><\/a><span data-contrast=\"none\">\u00a0in the past\u00a015\u00a0years.\u00a0What is more,\u00a0Americans, for example,\u00a0are\u00a0increasingly<\/span><a href=\"https:\/\/www.sciencedirect.com\/science\/article\/pii\/S0022103113001868?casa_token=V7-9k_6vyXQAAAAA:v48DQptm0CYa_3z64X2oWIlGOjTNtK2CrOgQx2bpazQfNGa0lV_JEx0xWsO7vEluhye2QnR6\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">\u00a0living exclusively near others <\/span><\/a><span data-contrast=\"none\">whose politics are\u00a0similar to\u00a0their own,\u00a0even refusing to marry others with opposing political views in some cases.\u00a0This\u00a0ultimately reduces exposure to opposing perspectives in many social contexts. Further, <\/span><a href=\"https:\/\/onlinelibrary.wiley.com\/doi\/pdf\/10.1111\/ajps.12152?casa_token=x1tAUD6ROtgAAAAA:00-dVg_TgeI7eZDEdMf1Sv8UIsXrxl_6N2R7KcfFWfoDChojZmoe10ul3PaPjW6lQR1bs0Zefu8O\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">this research<\/span><\/a><span data-contrast=\"none\">\u00a0suggests that individuals feel more negatively about those with different politics than they do about individuals of different races, religions, nationalities, sexual orientations,\u00a0and many other demographic variables.\u00a0\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">But what does this have to do with the workplace? While some might argue that political issues and divisiveness just are\u00a0not\u00a0relevant to the workplace,\u00a0a\u00a0<\/span><a href=\"https:\/\/www.shrm.org\/about-shrm\/press-room\/press-releases\/pages\/survey-finds-alarming-rise-of-politics-at-work.aspx\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">survey<\/span><\/a><span data-contrast=\"none\">\u00a0done by the Society of Human Resource Management\u00a0(SHRM)\u00a0in 2019 suggests this is\u00a0not the case. Here are some noteworthy findings:\u00a0\u00a0<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span data-contrast=\"auto\">A majority (56%) say politics and the discussion of political issues has become more common in the past four years. <\/span><span data-ccp-props=\"{&quot;134233117&quot;:true,&quot;134233118&quot;:true,&quot;201341983&quot;:0,&quot;335559740&quot;:240}\">&nbsp;<\/span><\/li>\n\n\n\n<li><span data-contrast=\"auto\">42% of American employees reported personally experiencing political disagreements in the workplace, while 12% felt they had personally experienced bias&nbsp;<\/span><span data-contrast=\"auto\">at work based&nbsp;<\/span><span data-contrast=\"auto\">their political affiliation.&nbsp;<\/span><span data-ccp-props=\"{&quot;134233117&quot;:true,&quot;134233118&quot;:true,&quot;201341983&quot;:0,&quot;335559740&quot;:240}\">&nbsp;<\/span><\/li>\n\n\n\n<li><span data-contrast=\"auto\">More than one-third (34%) say their workplace is\u202f<\/span><span data-contrast=\"auto\">not<\/span><span data-contrast=\"auto\">\u202finclusive of differing political perspectives.<\/span> <span>&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<p><span data-contrast=\"none\">You might be thinking, \u201cBut no one ever discusses political candidates at my workplace, so politics is\u00a0not really an issue.\u201d However, politics can<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>and does<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>enter the workplace in much more subtle ways. Political scientists have likened this rise in\u00a0political polarization to\u00a0<\/span><a href=\"https:\/\/journals.sagepub.com\/doi\/full\/10.1177\/0003122420922989\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">an oil spill<\/span><\/a><span data-contrast=\"none\">,\u00a0such\u00a0that politics have gradually\u00a0consumed\u00a0more and more\u00a0of\u00a0what were\u00a0previously\u00a0considered &#8216;apolitical&#8217;\u00a0attitudes, opinions, and beliefs within society. <\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">One need not look further than the contentious issue of\u00a0<\/span><a href=\"https:\/\/www.pewresearch.org\/politics\/2020\/06\/25\/republicans-democrats-move-even-further-apart-in-coronavirus-concerns\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">mask-wearing<\/span><\/a><span data-contrast=\"none\"> during the current Covid-19 pandemic as a salient example.\u00a0Moreover, evidence\u00a0suggests that even seemingly inconsequential cultural preferences<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>such as\u00a0cars\u00a0driven,\u00a0television\u00a0shows watched, and musical taste<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>can serve as political signals of deeper beliefs and <\/span><a href=\"https:\/\/www.journals.uchicago.edu\/doi\/abs\/10.1086\/681254?journalCode=ajs\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">values<\/span><\/a><span data-contrast=\"none\">.\u00a0As many employees\u00a0across the globe\u00a0are being forced to integrate their home lives and their\u00a0work lives due to the pandemic, more of these subtle signals about a coworker\u2019s political preferences are going to be accidentally shared with others\u2014through glimpses into their living rooms, kitchens,\u00a0and private offices.\u00a0\u00a0\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">Further,\u00a0we know from <\/span><a href=\"https:\/\/ir.vanderbilt.edu\/handle\/1803\/11948\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">research<\/span><\/a><span data-contrast=\"none\">\u00a0that\u00a0individuals may use these signals\u00a0from their peers\u00a0to form opinions about\u00a0their\u00a0political preferences (e.g., form political stereotypes) and could be biased against\u00a0coworkers who do\u00a0not\u00a0hold the same\u00a0views. In\u00a0a\u00a0workplace, this can have implications\u00a0for\u00a0everything from informal conversations and socialization practices (e.g.,\u00a0your choice of lunch partners) to\u00a0important decisions regarding who to\u00a0<\/span><a href=\"https:\/\/psycnet.apa.org\/record\/2019-56106-001\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">hire and promote<\/span><\/a><span data-contrast=\"none\">.\u00a0In sum, whether conversations about an election or politically charged topics are commonplace in your office or not,\u00a0politics may be influencing the interpersonal dynamics of your workplace.\u00a0\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">The first step in dealing with\u00a0political divisiveness in the workplace is\u00a0<\/span><i><span data-contrast=\"none\">awareness<\/span><\/i><span data-contrast=\"none\">.\u00a0Most Diversity &amp; Inclusion (D&amp;I) policies do\u00a0not explicitly\u00a0acknowledge political ideological diversity. Yet, for many individuals, their political ideologies and beliefs are important aspects of their identity. If organizations are promoting inclusivity in the workplace, it is essential to understand that\u00a0political diversity\u00a0may be a downstream consequence. Because political\u00a0beliefs often evoke strong moral reactions and emotional responses when challenged or confronted, difficult conversations and\u00a0relational\u00a0conflict may result\u00a0from this form of diversity. While formal D&amp;I policies should acknowledge\u00a0<\/span><i><span data-contrast=\"none\">political diversity<\/span><\/i><span data-contrast=\"none\">, there are many things managers and employees can do on their own to cope with political differences at work.<\/span><\/p>\n\n\n\n<p><span data-contrast=\"none\">Below we highlight a few things that you should NOT do before moving on to some strategies that may be effective\u00a0in\u00a0addressing the complexity of\u00a0political diversity at work.\u00a0\u00a0\u00a0<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">DO<\/span><\/strong><strong><span data-contrast=\"auto\">&nbsp;<\/span><\/strong><strong><span data-contrast=\"auto\">N<\/span><\/strong><strong><span data-contrast=\"auto\">O<\/span><\/strong><strong><span data-contrast=\"auto\">T\u2026<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">Make assumptions<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<p><span data-contrast=\"auto\">It might seem like your entire team shares the same beliefs and that talking about politics is low stakes because everyone agrees,<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">\u00a0<\/span>but that might not be the case. Many people may feel\u00a0that it\u00a0is necessary to hide or mask their political identities<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>especially if they do\u00a0not\u00a0feel that their beliefs are\u00a0congruent with their work group\u00a0or the wider organization.\u00a0It\u00a0is important to recognize political beliefs are really &#8216;hidden&#8217; identities, and\u00a0keep in mind that someone\u2019s cultural preferences might\u00a0be influencing your perceptions of their political values. <\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">In addition, someone who laughs at a disparaging comment made about a political candidate might only be doing so to fit in and may feel more and more alienated from the group if such comments continue. Before wading into political territory,\u00a0it\u00a0is\u00a0best to check your assumptions about the\u00a0political\u00a0similarity of\u00a0your group, or not make political comments at all. It\u00a0would be\u00a0wise for leaders to avoid\u00a0making blanket statements about the perceived sentiment of their entire team<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">, <\/span>as this may\u00a0accidentally\u00a0alienate\u00a0specific individuals. <\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">When in doubt, acknowledge that individuals may be experiencing a variety of\u00a0emotions\u00a0and make sure the\u00a0social\u00a0climate is safe for\u00a0<\/span><i><span data-contrast=\"auto\">all.\u00a0<\/span><\/i><span data-contrast=\"auto\">Keep front and center that your colleagues at work will likely be around long after any impending election takes place.\u00a0\u00a0<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">DO<\/span><\/strong><strong><span data-contrast=\"auto\">&nbsp;<\/span><\/strong><strong><span data-contrast=\"auto\">N<\/span><\/strong><strong><span data-contrast=\"auto\">O<\/span><\/strong><strong><span data-contrast=\"auto\">T\u2026<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">Stifle the conversation<\/span><\/strong><strong><span data-contrast=\"auto\">&nbsp;<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<p><span data-contrast=\"auto\">Given the potential conflict that can stem from political differences, a<\/span><span data-contrast=\"auto\">s a&nbsp;<\/span><span data-contrast=\"auto\">leader,<\/span><span data-contrast=\"auto\"> it may be tempting to simply make a policy that says, &#8216;No Politics at Work<\/span><span data-contrast=\"auto\">.&#8217;<\/span><span data-contrast=\"auto\">&nbsp;Unfortunately,&nbsp;<\/span><span data-contrast=\"auto\">this approach&nbsp;<\/span><span data-contrast=\"auto\">is unlikely to stop the more determined <\/span><span data-contrast=\"auto\">individuals from having these conversations, and <\/span><span data-contrast=\"auto\">attempts to limit conversation <\/span><span data-contrast=\"auto\">may <\/span><span data-contrast=\"auto\">also&nbsp;<\/span><span data-contrast=\"auto\">appear at odds with&nbsp;<\/span><span data-contrast=\"auto\">an&nbsp;<\/span><span data-contrast=\"auto\">organization\u2019s broader inclusivity<\/span><span data-contrast=\"auto\">&nbsp;messages.<\/span><span data-contrast=\"auto\">&nbsp;<\/span><span data-contrast=\"auto\">As&nbsp;<\/span><span data-contrast=\"auto\">SHRM President &amp; CEO Johnny Taylor<\/span><span data-contrast=\"auto\">&nbsp;said during his<\/span><span data-contrast=\"auto\">&nbsp;Keynote at&nbsp;<\/span><a href=\"https:\/\/www.businesswire.com\/news\/home\/20191105005735\/en\/Workforce-Divided-Survey-Finds-Alarming-Rise-Politics\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">Inclusion 2019<\/span><\/a><span data-contrast=\"auto\">,&nbsp;<\/span><span data-contrast=\"auto\">&#8220;<\/span><span data-contrast=\"auto\">Companies can&#8217;t, and shouldn&#8217;t, try to quash these conversations because<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014&nbsp;<\/span>contrary to popular belief<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014&nbsp;<\/span>they&#8217;re already happening. But what they\u202fcan do is create inclusive cultures of civility where difference is not a disruption.\u201d<\/span><span data-contrast=\"auto\">&nbsp;<\/span><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">DO\u2026<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">Establish norms <\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<p><span data-contrast=\"auto\">Despite the potential for conflict\u00a0on the basis of\u00a0political differences,\u00a0some<\/span><a href=\"https:\/\/hbr-org.cdn.ampproject.org\/c\/s\/hbr.org\/amp\/2019\/07\/are-politically-diverse-teams-more-effective?fbclid=IwAR0Nw2JMh93Z1sPbWHZSKXyUO_t8sZjjCUZyHBFDHb69v9alVkeqqPrFAd0\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">\u00a0research<\/span><\/a><span data-contrast=\"auto\">\u00a0has\u00a0shown that political diversity can have benefits\u00a0in terms of the creativity and quality of team outcomes.\u00a0To unlock any potential benefits<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>and, perhaps more importantly,\u00a0avoid negative consequences<span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"> \u2014\u00a0<\/span>it is imperative that\u00a0strong\u00a0norms\u00a0are established to\u00a0guide politically charged conversations.\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">Borrowing from political scientists who\u00a0have studied politically diverse groups tasked with finding political compromise,\u00a0norms should\u00a0include\u00a0demonstrating mutual respect, affording\u00a0everyone\u00a0the opportunity to\u00a0adequately\u00a0express different points of view, and giving all arguments due consideration.\u00a0In addition, it may be useful to encourage such conversations take place in a relatively private space so that individuals who desire to be involved can be, while others who wish not to take part\u00a0have the opportunity to\u00a0disengage. Establishing\u00a0and encouraging\u00a0norms\u00a0of civil discourse\u00a0can help to cultivate a\u00a0social\u00a0climate of civility in which all employees\u00a0feel valued and respected.\u00a0\u00a0<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">DO\u2026<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span data-contrast=\"auto\">Practice and promote perspective taking<\/span><\/strong><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}\">&nbsp;<\/span><\/h2>\n\n\n\n<p><span data-contrast=\"auto\">Political ideologies are shaped and\u00a0influenced by\u00a0each individual\u2019s\u00a0unique life experiences and those of their family.\u00a0For example, an\u00a0individual\u00a0raised\u00a0in a\u00a0flood-prone area where waters have continued to rise in his ancestral home\u00a0over the past\u00a0few\u00a0decades may have a very different view on climate change than someone who grew up in the higher grounds of a mountain.\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">When discussing the &#8216;what&#8217; of a political issue (e.g., your beliefs\/opinions on what ought to occur) it can be easy to forget to consider an individual\u2019s &#8216;why&#8217;\u00a0(e.g., where their belief comes from).\u00a0By pausing to <\/span><a href=\"https:\/\/psycnet.apa.org\/record\/2000-08135-007%22%20\/\" target=\"_blank\" rel=\"noopener\">perspective<i>&#8211;<\/i>take, <\/a><span data-contrast=\"auto\">or imagine the world from the other\u2019s vantage point, you may begin to understand why they feel the way they\u00a0do\u00a0and\u00a0this can\u00a0allow you to move past your differences without harboring negative emotions towards the individual. Recognizing that we each have unique backgrounds and experiences which shape our worldviews is a\u00a0<\/span><a href=\"https:\/\/journals.sagepub.com\/doi\/full\/10.1177\/1745691615598513\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">critical first step<\/span><\/a><span data-contrast=\"auto\">\u00a0in harnessing the benefits of diversity and creating an inclusive organization.\u00a0\u00a0<\/span><\/p>\n\n\n\n<p><span data-contrast=\"auto\">As the political landscape further unfolds across the globe, employees and leaders alike should be aware of the potential impact of politics on workplace dynamics and take steps to mitigate potential negative consequences that can arise from political discussions at work.\u00a0<\/span><\/p>\n\n\n\n<p><em>This blog was written in collaboration with <strong><span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">Kristen Swigart, M.A, <\/span><\/strong><span lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\">a Ph.D. Candidate at Penn State University\u00a0where she studies leadership development, identity, and diversity. Most recently, Kristen published a review paper in the Journal of Management on the topic of political ideology in organizations. In addition to her scholarly work, Kristen has held a variety of consulting positions\u00a0in people analytics\u00a0\u2013 working with organizations such as PwC\u00a0and the Army Research Institute. She is most passionate about opportunities that allow her to connect research with practice in the area of leadership assessment and development and has experience leading various assessment centers. Kristen holds a bachelor\u2019s degree from Penn State University and a master\u2019s degree from George Mason University.\u00a0<\/span>\u00a0<\/em><\/p>\n\n\n\n<div class=\"wp-block-media-text alignwide is-vertically-aligned-center is-stacked-on-mobile\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20);grid-template-columns:40% auto\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"640\" height=\"828\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-building-better-organizations-through-inclusive-leadership.jpg\" alt=\"\" class=\"wp-image-4393 size-full\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-building-better-organizations-through-inclusive-leadership.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2021\/12\/cta-whitepaper-cover-building-better-organizations-through-inclusive-leadership-232x300.jpg 232w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h2 class=\"wp-block-heading\">Building better organizations through inclusive leadership<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">The topic of Diversity and Inclusion (D&amp;I) is an area of emphasis for many organizations right now.<\/h3>\n\n\n\n<p>Organizations that have been successful at creating sustainable change in D&amp;I have had strong commitment, and action, among their leadership. In this whitepaper, you will learn about the role that leaders play in creating an inclusive culture, one that strives to create allies, or champions for diversity, as well as the leadership competencies and characteristics that contribute to inclusive behavior and climate.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/info.talogy.com\/en-us\/building-better-organizations-through-inclusive-leadership\" target=\"_blank\" rel=\"noreferrer noopener\">Download now<\/a><\/div>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>It&#8217;s a common understanding to not talk politics at work. But, after spending over a year\u00a0reviewing and synthesizing academic research from political scientists, management scholars, and psychologists \u2014\u00a0we found that politics actually has a lot to do with work and workplace dynamics. \u00a0 In part, this may be because over the past decade,\u00a0terms like\u00a0authenticity,\u00a0inclusivity,\u00a0and belonging [&hellip;]<\/p>\n","protected":false},"author":11,"featured_media":104474,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"custom_post_author_id":"103506","footnotes":""},"categories":[179],"tags":[],"tax_topic":[175,168,161],"tax_industry":[157,156,155,154,153,152,151,150,149,148],"class_list":["post-48330","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tax_topic-diversity-equity-inclusion","tax_topic-organizational-change","tax_topic-values-culture-fit","tax_industry-automotive","tax_industry-energy-and-utility","tax_industry-federal-government","tax_industry-finance-and-insurance","tax_industry-healthcare","tax_industry-manufacturing","tax_industry-professional-services","tax_industry-public-sector","tax_industry-retail","tax_industry-state-and-local-government"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - 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