Early in my career, my manager advised me never to discuss politics at work, and back then, it seemed like reasonable advice. However, today, it’s becoming increasingly difficult for leaders to say, “leave it at the door.” With a more diverse workforce, intersectional identities, and a deeper understanding of trauma, we can no longer expect employees to check their “personal self” at the office door. It’s time for organizations to embrace these meaningful conversations.
We’ll share some real-life examples from leaders we’ve worked with who are navigating these challenges and provide specific tips to help you build and maintain high-performing, thriving teams that can navigate the highly charged intersections of work and politics.
Real-Life Situation
In August, an incident in Denver unfolded outside of work that required leadership intervention. A nurse—let’s call her Michelle—was waiting for the bus on her way to work when she saw an offensive sign hanging at the stop. (Content warning: this is the actual sign.)
For context, Michelle is a Black woman in her 30s, a lesbian, born in Ghana, and has been living in the U.S. for 12 years. She speaks three languages and has a noticeable accent. The sign deeply upset Michelle, sparking emotions ranging from anger and sadness to fear for her safety, leaving her anxious during the bus ride.
When she arrived at her shift at the hospital in Denver, it was clear to her coworkers that Michelle was distraught. Instead of offering support, one coworker dismissed her, labeling her as “just being the angry Black woman again.” The day spiraled from there—her first patient refused her care due to her accent. Despite her resilience as a nurse, the weight of these microaggressions mounted.
Mid-shift, when her manager, a cisgender, straight, able-bodied white woman, asked how she was doing, Michelle broke down. She was overwhelmed by the constant microaggressions and the heightened anti-immigrant and racist rhetoric surrounding the upcoming election.
While her manager’s initial instinct was to urge Michelle to “let it go” and focus on her work, she realized this wasn’t the right approach. Instead, she chose to respond through a trauma-informed and intersectional lens, moving beyond surface-level support into active allyship—a skill this leader had learned through training with Diversio EDU.
This moment became a lesson in how leaders cannot ignore the intersection of personal identities, workplace dynamics, and the political climate.
Some of the core concepts Michelle’s leader had learned at Diversio EDU included important topics like Psychological Safety, Inclusive Leadership, Intersectionality, and How to be An Ally to Racialized People.
In the lead-up to the U.S. elections (a phenomenon we also see in Canada and the UK), heightened political rhetoric often permeates every aspect of society, including the workplace. Racist, homophobic, transphobic, and anti-immigrant sentiments expressed on political platforms, in the media, and through everyday interactions with clients and coworkers become microaggressions, directly impacting employees, especially those from marginalized and equity-deserving groups. Leaders can no longer ignore the profound effect these messages have on the emotional and psychological well-being of their teams. To foster a healthy work environment, leaders must adopt an intersectional lens and prioritize building psychologically safe spaces where all employees can thrive.
Understanding Intersectionality & Psychological Safety
Intersectionality is a framework that examines how various forms of discrimination—such as racism, sexism, homophobia, and xenophobia—intersect and compound to create unique experiences of marginalization. It’s critical for leaders to understand that individuals do not experience oppression in isolation. For example, a queer Black woman might face both racism and homophobia, and those experiences cannot be separated.
Psychological safety, a concept introduced by Harvard professor Amy Edmondson, refers to an environment where employees feel safe to express their opinions, make mistakes, and be themselves without fear of ridicule or retribution. For marginalized employees, this safety is often compromised due to the intersectional forms of discrimination they experience, especially when exacerbated by toxic political rhetoric.
In the context of the upcoming U.S. elections, leaders must recognize that many employees may be experiencing heightened stress, fear, and anxiety due to the overtly hostile language directed toward racial, LGBTQ+, and immigrant communities. To ignore this reality is to ignore the humanity of your team members.
Why Leaders Must Engage
Political Rhetoric Is Personal
For marginalized groups, the rhetoric surrounding elections isn’t just political—it’s personal. When a political candidate attacks immigrants, calls for bans on LGBTQ+ rights, or uses racist dog whistles, it’s a direct attack on your employees’ identities. Dismissing political discussions as “off-limits” or suggesting that workers should “leave politics at the door” minimizes their lived experiences. In reality, marginalized employees carry the weight of these attacks into the workplace every day, affecting their mental health, productivity, and engagement.
Workplace Dynamics Are Impacted
The rise of toxic rhetoric can embolden discriminatory behavior within the workplace. When harmful language and ideologies become normalized in public discourse, some employees may feel empowered to express similar sentiments in the office, intentionally or not. This can lead to microaggressions, exclusionary behavior, and, in severe cases, overt discrimination. Leaders who fail to address these issues head-on risk creating a hostile work environment that can lead to higher turnover, low morale, and reduced productivity.
Legal and Ethical Responsibilities
Beyond the ethical obligation to create inclusive workplaces, leaders also have legal responsibilities to prevent discrimination and harassment under employment law. When employees feel unsafe or unwelcome due to their race, gender identity, sexual orientation, or immigration status, it can lead to costly legal repercussions for the organization.
By acknowledging the political landscape and its impact on employees, leaders can take proactive steps to foster inclusivity, support their marginalized team members, and move beyond performative allyship to active allyship.
Moving Into Active Allyship
Active allyship requires leaders and coworkers to move beyond passive support and engage in tangible actions that promote equity, inclusion, and belonging for their marginalized colleagues. Here are three examples of how leaders can apply an intersectional lens and create a psychologically safe workplace:
Acknowledge and Address Current Events
Leaders should not shy away from addressing the real-world events and political rhetoric that impact their employees. Host open forums or listening sessions where team members can share how current events are affecting them. Provide space for marginalized employees to express their fears, anxieties, and frustrations without fear of judgment.
For example, in the wake of a highly publicized political debate that features xenophobic or anti-LGBTQ+ rhetoric, hold a team meeting to acknowledge the impact such rhetoric can have on your workforce. A leader might say, “I understand that some of the things we’re hearing in the news lately are deeply hurtful and harmful, particularly for our immigrant and LGBTQ+ team members. I want to make sure we’re creating space for those of you who need to talk or process this. Your well-being matters to me and to this organization.”
This approach not only validates the experiences of marginalized employees but also signals to the entire team that their well-being is a priority.
Offer Targeted Support and Resources
Active allyship involves recognizing that marginalized employees may require additional support during times of heightened political tension. Leaders should offer targeted resources such as access to mental health services, employee resource groups (ERGs), and diversity and inclusion workshops. Ensuring that these resources are available and promoted within the organization demonstrates a commitment to employee well-being. For example, if a transphobic law is being proposed or discussed in the media, LGBTQ+ employees may feel particularly vulnerable. Offering mental health support, facilitating ERG discussions, and allowing time off for self-care are concrete ways leaders can support their team.
In this case, a leader could say, “I understand that the current political climate is particularly difficult for our trans colleagues. I want you to know we’ve partnered with mental health professionals who specialize in LGBTQ+ care, and we’re here to support you.”
Challenge Discrimination Head-On
Allyship is not passive. When discriminatory comments or behaviors occur in the workplace, it is critical that leaders and coworkers address them immediately. Ignoring microaggressions or overt acts of racism, homophobia, or xenophobia only perpetuates harm and fosters a toxic work culture. Active allies must be willing to challenge these behaviors head-on, both in public and private settings. For example, if a coworker makes a racially insensitive joke, a leader or colleague should not brush it off but instead respond firmly and with empathy. They might say, “That comment was hurtful and inappropriate. We don’t tolerate this kind of behavior here, and I expect us all to be more mindful and respectful of each other’s identities.”
By addressing harmful behavior in real-time, leaders send a strong message that discrimination is unacceptable and that all employees deserve to feel safe and respected.
Another Specific Example from Diversio EDU’s Facilitator, Jesmine Singh
In her article Defiance in the Face of Adversity: Navigating Political Turmoil as a Marginalized Individual, Jesmine explores how personal identity and politics intersect, especially in challenging times like the 2024 U.S. elections. Reflecting on her experience as a South Asian woman in the U.S. during the 2016 elections, she shares how political shifts created fear and isolation for marginalized individuals. Jesmine emphasizes resilience, asserting rights, and building solidarity as key strategies for navigating hostile environments. Her insights remind leaders to acknowledge the real impacts of political rhetoric on their employees and foster inclusive, supportive workplaces.
As we move toward the U.S. elections, it’s clear that the political climate has a profound impact on marginalized communities. Leaders cannot afford to be silent or dismissive of the real-world experiences their employees face outside of work. By applying an intersectional lens and prioritizing psychological safety, leaders can create a work environment where all employees—especially those from racialized, LGBTQ+, and immigrant communities—feel supported, valued, and empowered to thrive.
Active allyship is not a one-time action but an ongoing commitment. Acknowledging current events, offering targeted resources, and challenging discrimination are essential steps in building a more inclusive and equitable workplace where every employee can bring their full self to work without fear. At Diversio EDU, we are here to help you navigate these crucial conversations and help upskill your team to have the intersectional, cross-cultural competencies necessary for a thriving workplace. Now, more than ever, leaders must rise to the occasion and be true allies for their teams.
