Johnny C. Taylor Jr. answers workplace questions every week on USA TODAY. Taylor is president and CEO of SHRM, the world’s largest human resources professional organization, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
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question: A colleague of mine has strong political and social views and frequently posts about them online. I don’t agree with many of their views, but frankly I find some of them offensive. Do I need to work with this person or is it okay to ask not to be assigned to the same project? – Malik
Answer: I often say this. We are more diverse than ever, but also more divided. In today’s polarized world, you will undoubtedly work with people who hold opposing political or social views. And to be honest, I don’t think that’s a bad thing.
One of the most overlooked, but important forms of diversity is diversity of thought. Not everyone thinks like you, and that’s okay. And, certainly, opposing views can sometimes be felt as offensive or even offensive. I understand that. However, discomfort is not the same as abuse, and is not in itself a reason to avoid working with someone.
The differences are: At work, we evaluate people based on their actions, not their beliefs. If your co-workers are professional, polite, and follow company policies, you’re not breaking workplace rules even if you’re disgusted by what you see online.
That said, there are definitely boundaries. A line is crossed when someone’s behavior in the workplace becomes disrespectful, harassing, intimidating, discriminatory, or disruptive to the team. This is where the human resources department should and must intervene.
Because politeness is not a nice-to-have, it’s a prerequisite for work. According to SHRM research, U.S. workers experience or witness more than 70 million incidents of workplace incivility every day. And most of it comes from people who let their personal differences overshadow their professional responsibilities.
But before you consider asking for a reassignment, be sure to check. Ask yourself: Has this person ever treated me unprofessionally at work, or do I just disagree with them? Human resources handles these two situations very differently.
Now, even if you find out that your coworker didn’t violate workplace policy, that doesn’t mean you need to get angry. There are still practical steps you can take.
Let’s start simple. Unfollow online. Yes, even on LinkedIn. Just because you’re working with someone doesn’t mean you have to use their content. You don’t get paid to increase their follower count, but you do get paid by working with them respectfully.
Once you remove unnecessary friction, remember: We have much more in common than we think. Therefore, focus on what unites you, not what divides you.
At SHRM, we put those ideas into action. I once challenged two employees who were at loggerheads politically to have lunch together for 10 cents at SHRM. They accepted it, and what will happen? I felt less nervous. They found common ground that transcended politics. Now, this is a habit. We pay for lunch for two colleagues, as long as the two don’t know each other very well.
After all, you can’t choose your colleagues. But you can always choose how you show up. As long as both of you remain professional, there is no need for reassignment.
And what if that standard is not met? That’s when you go to HR.
The views and opinions expressed in this column are those of the author and do not necessarily reflect those of USA TODAY.
