Risky Business: COVID, Workplaces, and a Polarized Workforce
As the threat of Omicron continues to fade and restrictions are lifted or eased, more companies and businesses will move forward with reopening plans. Many employees will likely continue to work remotely or move to a hybridized work schedule; others still will choose or be required to return to the office.
Will the loosening of government restrictions and existing or proposed mask and COVID policies lead to a higher likelihood of conflict in the workplace like they have on airlines, in restaurants, and in retail businesses? Will employees’ divergent opinions on how the US government handled the COVID outbreak and vaccination requirements contribute to increased cases of bullying and harassment in the workplace?
Employees who choose to not work with others because of anti-vaccination beliefs or those who criticize opposing viewpoints over indoor mask use could lead to discrimination cases. C-Suite and executives need be mindful as their own opinions, statements, and action on these topics—whether made in public or private—could aggravate existing tensions in the workplace.
Those who feel ostracized or targeted may feel conflicted to report complaints if managers and leaders openly express a different position. Are outlets or services available within the company for employees to voice frustrations and concerns and offer support? Are reporting mechanisms in place that can independently review and adjudicate employee welfare and safety cases? Establishing and implementing these tools and processes is critical for the future well-being and success of the company.
Among the key issues at stake is not whether an approach is right or wrong, but if the companies’ actions and statements align with the culture of the company. Future talent acquisition and employee retention depend on a working environment and corporate culture that is inclusive and respectful of all opinions. Companies that heed this advice will be better positioned to retain and attract talent during a time when employees are increasingly voting with their feet.
