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I heard food is free in exl is that true
Rough out here.
Can anyone tell me the Manager bandings for S&C?
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Honestly, if you’re looking for enforceable, there aren’t any. There are practical unenforceable boundaries though.
Banning is probably not what you want to do but you should set up ground rules for discussions. You need to create safe and brave spaces that allow everyone to share opinions safely and feel safe being challenged by their colleagues. Personal attacks should be immediately addressed by a facilitator (preferably someone trained in conflict management). If an employee flaunts the rules often, they should be disciplined appropriately.
Instead of banning topics you could also set topic boundaries for discussions, i.e. we want to talk about x, whilst we welcome wider discussion points we retain the right to bring the focus back to the subject.
Banning topics only makes them forbidden fruit and employees are likely to discuss them anyway in less inclusive ways outside of your influence. By establishing constructive ways to have discussions, employees are likely to take the practice into other areas of their work.
This is very general advice, I'd need to have a very good understanding of your workplace before I said anything I'd 100% stand behind.
From a corp comms perspective, I would say that any discussion outside of work-related needs should be kept to a minimum. Please be mindful of religion, politics, and financial topics where differences and debates occur.
https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/talking-taboo-making-the-most-of-polarizing-discussions-at-work.aspx
We just strongly discourage the discussion of anything that can be perceived as divisive. We also are clear to explain even if someone is discussing their point of view with some one who agrees with them if the conversation is overheard by a colleague who is offended, that could be perceived as harassment and can lead to termination.
100%. It’s surprising (maybe not) that many employees do not realize that their behavior can negatively impact their job even if the harassment is an indirect perception of their actions.
Lol in 2023 people are looking for ways to be inflammatory. The very folks you work with could be online making off color statements on forums etc. Unless you have a friendship with someone (hang out with, call/text, meet) you have no idea what could set them off so it’s best to avoid political discussion.
I avoid political discussions (just give bland responses) bc I have personally seen those hot button conversations and emotional flare ups they cause being used against a colleague of mine.
I think if companies are willing to openly take a stance when it comes to politics (especially when it comes to diversity), then it’s kind of strange to ask people to limit their discussions around it when they’re at work.
For example, if a company is open about their DEI initiatives, and it is basically a part of their brand, then an employee bringing up a concern about how DEI is being threatened in the current political climate should not be something that is just pushed aside.
Politics, work, and life are all very intertwined (and all very important); pretending it doesn’t exist when we’re at work is extremely reductive, and in some instances bordering on dangerous. IMO
https://www.shrm.org/hr-today/news/hr-magazine/spring2020/pages/political-talk-in-the-workplace.aspx
https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/talking-taboo-making-the-most-of-polarizing-discussions-at-work.aspx
Got ya! Thanks
I don’t talk about anything remotely like that at work, generally speaking. I do have a few close friends and we of course talk amongst ourselves.
Unfortunately, the cat is already out of the bag, and it's probably too late to put it back inside. Anything that creates a hostile workplace is unacceptable. If your company still needs to establish an ethics guideline. I would make one quickly to enforce the rules based on your company's values. Assume the "hotheads" within your company are from the dominant groupings. If yes, it establishes boundaries and focus sessions to help mitigate these hostile conversations. I specialize in coaching teams and interactive communication methods that yield inclusion. If you are interested in a consultant, don't hesitate to contact me. keviwalt@topdeiconsulting.com
Sounds like OP is opening the company up to a first amendment infringement lawsuit.
Fair point.