This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.

1. June 19, 2016
SHRM Survey Findings: Policies on Politics in the
Workplace

2. 2
Introduction
The Policies on Politics in the Workplace Survey sought to determine what types of policies
organizations are implementing in regard to political activities in the workplace, particularly as they
relate to the 2016 presidential election. The survey also looked at whether organizations encouraged
their employees to vote in political elections and whether employees were given time off to vote.
Definitions
For the purposes of this survey, the term political activities refers to activities in support of or against a
political party, candidate, group/association or agenda—for example, actively discussing or promoting
a political candidate, party or idea.
Policies on Politics in the Workplace ©SHRM 2016
Introduction and Definitions

3. 3
Key Findings
Policies on Politics in the Workplace ©SHRM 2016
• The majority (72%) of HR professionals indicated their organizations discouraged political activities in the
workplace. Few (4%) indicated their organizations encouraged political activities.
• Two-thirds (67%) of HR professionals reported that their organizations did not have a policy addressing political
activities in the workplace. About one-quarter (24%) of organizations had a written (i.e., formal) policy
on political activities, whereas 8% had an unwritten (i.e., informal) policy.
• Of organizations that had a written policy in place, a verbal warning was the most common
disciplinary action (63%) used in response to a violation, followed by a written warning (46%),
termination (29%) and suspension (28%).
• More than four-fifths (86%) of HR professionals indicated their organizations allowed employees to take either
paid (53%) or unpaid (33%) time off to vote. Among organizations that allowed employees to take time
off to vote, 54% were required to do so by the state.
• More than three-quarters (77%) of HR professionals reported that their organizations did not take any actions to
encourage employees to vote in political elections.
• More than two-thirds (70%) of HR professionals perceived the same amount of political volatility in the
workplace during the current (2016) presidential election compared with previous election years. About one-
quarter (26%) perceived greater political volatility.

4. 4
What Do These Findings Mean for the HR Profession?
Policies on Politics in the Workplace ©SHRM 2016
• Organizations cannot prohibit employees from discussing politics. The National Labor Relations Board
classifies political discussion as a "protected concerted activity.” Thus, a policy prohibiting such
discussions is not an option, nor can a manager tell employees that they are not permitted to have
these kinds of discussions.
• However, political discussions can often touch on issues related to protected classes and must therefore be
treated with caution. Candidate platforms are sometimes directly or indirectly related to a protected
class. Thus, discussions of these topics could create situations where employees could feel
discriminated against or bullied. HR professionals and managers must therefore exercise good
judgement about when to step in to quell discussion that is becoming heated, inappropriate or
impeding productivity.
• Even a minor increase in political volatility in the workplace can create major headaches for HR if not managed
well. Although the majority of HR professionals (70%) did not view this election cycle as more
volatile than previous ones, a little more than a quarter (26%) did report that compared with
previous years employees were more vocal about their opinions, appeared to view candidates as
more polarizing and were more concerned about their choices. These types of concerns could pose
problems for teamwork and cohesiveness if not managed well.

5. • HR professionals may need to be prepared for more volatility as the campaigns wear on. Anything is possible
during a political campaign—not least controversy and disagreement. Therefore, HR professionals
must continue to be aware of changes in the culture or teamwork and take steps to build bridges to
keep their organizational culture positive and collaborative.
• If concerns with political volatility increase, more HR professionals and their organizational leaders may decide
to develop written policies relating to political activities in the workplace. Although organizations cannot
prohibit political discussion in the workplace, they can create overall policies around political
activities at work. Because of the many legal issues involved, organizations that plan to create
these types of policies will want to make use of legal guidance and expertise when designing such
policies.
Policies on Politics in the Workplace ©SHRM 2016 5
What Do These Findings Mean for the HR Profession?
(continued)

6. Policies on Politics in the Workplace ©SHRM 2016 66
Encouragement of Political Activities in the Workplace
Does your organization encourage political activities in the workplace?
4%
72%
16%
9%
Yes, we encourage political activities
in the workplace
No, we discourage political activities
in the workplace
We neither encourage nor
discourage political activities in the
workplace*
Other
Note: n = 400. Percentages may not total 100% due to rounding. Respondents who answered “not sure” were excluded from this analysis.
An asterisk (*) indicates that this response option was developed from open-ended responses.

7. Policies on Politics in the Workplace ©SHRM 2016 7
Organization Policies on Political Activities in the Workplace
24%
8%
67%
Yes, we have a written
(i.e., formal) policy on
political activities
Yes, we have an
unwritten (i.e., informal)
policy on political
activities
No, we do not have a
written or unwritten policy
on political activities
55%
45%
Yes No
Does your organization have a written
or unwritten policy addressing political
activities in the workplace?
Does your organization’s policy on
political activities specify what types of
activities are covered?
Note: n = 115. Only respondents whose organizations have a written
or unwritten policy on political activities were asked this question.
Respondents who answered “not sure” were excluded from this
analysis.
Note: n = 418. Percentages may not total 100% due to rounding.
Respondents who answered “not sure” were excluded from this analysis.

8. Policies on Politics in the Workplace ©SHRM 2016 8
Organization Policies on Political Activities in the Workplace (continued)
Comparisons by Organization Sector
• Government organizations were more likely than publicly owned for-profit, privately owned for-
profit, nonprofit and other organizations to have a written policy addressing political activities
in the workplace.
Written policy addressing political activities in the workplace
Government (77%) >
Publicly owned for-profit (24%)
Privately owned for-profit (13%)
Nonprofit (23%)
Other (20%)
Comparisons by Organization Size
• Organizations with 10,000 or more employees were more likely than organizations with 1 to
99 employees to have a written policy addressing political activities in the workplace.
Written policy addressing political activities in the workplace
10,000 or more employees (46%) > 1 to 99 employees (14%)

9. Policies on Politics in the Workplace ©SHRM 2016 9
Political Activities Covered in Organization Policies
Percentage
Prohibiting employees from campaigning for a candidate or political party during
hours that they are to be working
65%
Prohibiting employees from using their position within the organization to coerce or
pressure any other staff member, vendor or supplier to make contributions to or
show support for political candidates or causes
62%
Prohibiting the use of organization assets in support of any political candidate or
party
62%
Prohibiting employees from harassing co-workers for their political beliefs (e.g.,
attempting to change their beliefs, criticizing them for their beliefs)
59%
Prohibiting employees from engaging in any form of political activity on the
organization’s premises
55%
Prohibiting the use of social media accounts affiliated with the organization in any
way to post political views or opinions
52%
Which of the following are covered in your organization’s policy on political activities?
Note: n = 128. Only respondents whose organizations have a written or unwritten policy on political activities were asked this question.
Percentages do not total 100% due to multiple response options. Respondents who answered “not sure” were excluded from this analysis.

10. Percentage
Taking disciplinary actions for failing to comply with the policy 47%
Prohibiting employees from discussing politics in a disruptive way with co-workers
(e.g., keeping other employees from doing their work)
45%
Prohibiting non-job-related paraphernalia (e.g., campaign logos) around workspace 45%
Enforcing dress code that prohibits campaign paraphernalia (e.g., logos, buttons, t-
shirts) on normal days and casual days
34%
Prohibiting employees from representing themselves as their organization while
engaging in political activities (e.g., campaigning, donating, endorsing)*
9%
Prohibiting employees from running for a political office while holding a position
within the company*
8%
Other 7%
Policies on Politics in the Workplace ©SHRM 2016 10
Political Activities Covered in Organization Policies (continued)
Note: n = 128. Only respondents whose organizations have a written or unwritten policy on political activities were asked this question.
Percentages do not total 100% due to multiple response options. Respondents who answered “not sure” were excluded from this analysis. An
asterisk (*) indicates that this response option was developed from open-ended responses.
Which of the following are covered in your organization’s policy on political activities? (continued)

11. 63%
46%
29%
28%
10%
4%
4%
3%
Verbal warning
Written warning
Termination
Suspension
Depends on the situation*
Progressive disciplinary action*
Other
None, no actions are taken
Policies on Politics in the Workplace ©SHRM 2016 11
Disciplinary Action for Violating Organization’s Political Activities Policy
Note: n = 123 . Percentages do not total 100% due to multiple response options. Only respondents whose organizations have a written or unwritten
policy on political activities were asked this question. Respondents who answered “not sure” were excluded from this analysis. An asterisk (*) indicates
that this response option was developed from open-ended responses.
What disciplinary action is taken when employees violate the organization’s political activities policy?
In the past 12 months, only
1% of organizations reported
disciplining employees for
violating the organization’s
policy on political activities.

12. Policies on Politics in the Workplace ©SHRM 2016 12
Time Off to Vote
Does your organization allow employees to take
time off to vote?
53%
33%
14%
Yes, we allow employees
to take paid time off to
vote
Yes, we allow employees
to take unpaid time off to
vote
No, we do not allow
employees to take time
off to vote
54%
46%
Yes
No
Is your organization required by the state to
allow employees to take time off to vote?
Note: n = 243. Only respondents whose organizations allow employees
to take time off to vote were asked this question. Respondents who
answered “not sure” were excluded from this analysis.
Note: n = 407. Respondents who answered “not sure” were excluded from
this analysis.

13. Policies on Politics in the Workplace ©SHRM 2016 13
Time Off to Vote (continued)
Comparisons by Organization Region
• Organizations in the West were more likely than organizations in the Midwest to allow
employees to take paid time off to vote.
Allow employees to take PAID time off to vote
West (66%) > Midwest (43%)
Allow employees to take UNPAID time off to vote
Midwest (45%) > Northeast (21%)
Disallow employees from taking time off to vote
Northeast (25%) > West (8%)
• Organizations in the Midwest were more likely than organizations in the Northeast to allow
employees to take unpaid time off to vote.
• Organizations in the Northeast were more likely than organizations in the West to not allow
employees to take time off to vote

14. Policies on Politics in the Workplace ©SHRM 2016 14
Time Off to Vote (continued)
Comparisons by Organization Sector
• Government organizations were more likely than publicly owned for-profit and privately owned
for-profit organizations to allow employees to take paid time off to vote.
Allow employees to take PAID time off to vote
Government (76%) >
Publicly owned for-profit (38%)
Privately owned for-profit (51%)
Disallow employees to take time off to vote
Publicly owned for-profit (25%) > Privately owned for-profit (11%)
• Publicly owned for-profit organizations were more likely than privately owned for-profit
organizations to not allow employees to take time off to vote.

15. Policies on Politics in the Workplace ©SHRM 2016 15
Time Off to Vote (continued)
Comparisons by Organization Size
• Organizations with 100 to 499 employees were more likely than organizations with 500 to
2,499 employees to allow employees to take unpaid time off to vote.
Allow employees to take UNPAID time off to vote
100 to 499 employees (43%) > 500 to 2,499 employees (22%)

16. Policies on Politics in the Workplace ©SHRM 2016 16
Encouraging Employees to Vote in Political Elections
Percentage
None, no actions are taken 77%
We share nonpartisan messages via e-mail, bulletins, posters, etc. encouraging
employees to vote
6%
We provide information to employees on voter registration 4%
We provide information to employees on voting locations and times 4%
We provide employees with nonpartisan issue-related information 2%
We have a voter registration drive (e.g., onsite/online registration opportunities) 2%
We provide employees with nonpartisan information about candidates 1%
Other 6%
Note: n = 425. Percentages do not total 100% due to multiple response options. Respondents who answered “not sure” were excluded from this
analysis.
What actions does your organization take to encourage employees to vote in political elections?

17. Policies on Politics in the Workplace ©SHRM 2016 17
Political Volatility During the 2016 Presidential Election
26%
70%
5%
There is greater political
volatility
There is the same amount of
political volatility
There is less political volatility
• “Employees are more vocal about their opinions
(e.g., more discussions, more arguments).”
• “Employees feel that candidates are more
polarizing than in previous years.”
• “Employees appear to be more concerned in
regard to their choices than in previous years.”
Note: n = 298. Percentages may not total 100% due to rounding. Respondents who answered “not sure” were excluded from this analysis.
† For the purposes of this survey, political volatility refers to employee behavior displaying increased tension, hostility or arguments among co-workers
due to political affiliation.
For the 2016 presidential election compared with previous election years, would you say there is
greater, about the same or less political volatility† in the workplace?

18. Policies on Politics in the Workplace ©SHRM 2016 18
Key Findings
Demographics

19. 19
Percentage
Manufacturing 19%
Professional, scientific and technical services 18%
Health care and social assistance 14%
Finance and insurance 11%
Government agencies 9%
Educational services 8%
Retail trade 6%
Accommodation and food services 6%
Transportation and warehousing 5%
Construction 5%
Religious, grant-making, civic, professional and similar organizations 4%
Demographics: Organization Industry
Policies on Politics in the Workplace ©SHRM 2016
Note: n = 409. Percentages do not total 100% due to multiple response options.

20. 20
Key FinDemographics: Organization Industry (continued)
Percentage
Administrative and support, and waste management and remediation services 3%
Wholesale trade 3%
Information 3%
Repair and maintenance 2%
Utilities 2%
Real estate and rental and leasing 2%
Arts, entertainment and recreation 2%
Agriculture, forestry, fishing and hunting 1%
Mining, quarrying, and oil and gas extraction 1%
Personal and laundry services 1%
Other industry 12%
Policies on Politics in the Workplace ©SHRM 2016
Note: n = 409. Percentages do not total 100% due to multiple response options.

21. 21
Key FinDemographics: Organization Sector
53%
19%
15%
9%
3%
Privately owned for-profit
Nonprofit
Publicly owned for-profit
Government
Other
†
Policies on Politics in the Workplace ©SHRM 2016
Note: n = 412. Percentages may not total 100% due to rounding.
† Government includes the federal government, state governments, local governments, tribal governments and school districts.

22. 22
Key FinDemographics: Organization Staff Size
Policies on Politics in the Workplace ©SHRM 2016
30%
32%
18%
10%
10%
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 9,999 employees
10,000 or more employees
n = 398

23. 23
Key FinDemographics: Region
Policies on Politics in the Workplace ©SHRM 2016
37%
24%
24%
15%
South
Midwest
West
Northeast
n = 362

24. 24
Key FinDemographics: Other
Policies on Politics in the Workplace ©SHRM 2016
n = 414
U.S.-based operations only 76%
Multinational operations 24%
Does your organization have U.S.-based
operations (business units) only, or does it operate
multinationally?
n = 415
n = 285
n = 283
Single-unit organization: An organization in
which the location and the organization are
one and the same.
34%
Multi-unit organization: An organization that
has more than one location.
66 %
In the U.S., is your organization a single-unit organization or a
multi-unit organization?
For multi-unit organizations, are HR policies and practices determined
by the multi-unit headquarters, by each work location, or by both?
Multi-unit headquarters determines HR
policies and practices.
49%
Each work location determines HR policies
and practices.
5%
A combination of both the work location and
the multi-unit headquarters determines HR
policies and practices.
46%
Corporate (company-wide) 71%
Business unit/division 16%
Facility/location 13%
What is the HR department/function for which you
responded throughout this survey?

25. 25
SHRM Survey Findings:
Survey Methodology
SHRM Survey Findings: Policies on Politics in the
Workplace
Policies on Politics in the Workplace ©SHRM 2016
Survey Methodology:
• Response rate = 15%
• 457 HR professionals from a randomly selected sample of SHRM’s membership participated in
this survey
• Margin of error +/- 5%
• Survey fielded May 2016
Project Lead:
Samantha DiNicola, SHRM Research
Project Contributors:
Evren Esen, director, SHRM-SCP, Survey Programs, SHRM Research
Tanya Mulvey, researcher, Talent Management & Workforce Skills, SHRM Research
Michael Sarrette, researcher, SHRM Research
Jennifer Schramm, manager, Workplace Trends and Forecasting, SHRM Research
Karen Wessels, researcher, Workforce Planning, SHRM Research

26. 26Policies on Politics in the Workplace ©SHRM 2016
About SHRM
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nearly seven decades, the Society has been the leading provider of resources serving
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