Unrest and protests: managing the social climate in workplaces

From Roman “decimation” to modern-day protests, managing workplace unrest has come a long way… thankfully. But while employers can’t (and shouldn’t) control what people think, you can set clear expectations for how those views are expressed at work. Getting this right isn't always easy, but being proactive can help prevent issues from escalating.

Roman legions had a policy of decimation whereby one in every ten soldiers was picked at random and executed by their peers, as a means of maintaining discipline.

Things have improved for employees since then.

But even 2,000 years later in 1890s America, the Pullman strikes saw President Grover Cleveland send thousands of federal troops to support the Pullman Railroad Company in breaking a strike and boycott by its staff.

Employees had had a withering pay cut imposed on them. Between four and 30 people were shot dead by troops, and America now marks the event with its Labor Day public holiday.

In 2020s Britain, as an employer you may be faced with polarised views and unrest amongst your workforce: various groups getting wound up by a whole host of strongly held opinions on anything from small boats to trans rights, Gaza to “net zero”.

Decimation went with the Romans, and people are entitled to their views; but you do still have a measure of control over what happens in your workplace.

Management tips for unrest at work

You can’t tell people what to think; and it may be overreach to ban topics of conversation completely. The Equality Act (discrimination) and Workers Protection Act (harassment) have strong relevance though, giving you both the power and duty to act.

Conversation that crosses the threshold to become bullying, harassment or discrimination is clearly off limits. This should already be covered within your company policies, but if you are concerned about your culture, you could reinforce this with a memo to staff. Proactively request that conversations stay respectful.

Not all communication is verbal, of course. People may wear pin badges or express strong opinions with other visual cues. These can be offensive and threatening to customers or service users. If this becomes an issue within your business, a review of your company dress code is a good place to start.

Unrest and protest outside the workplace

Barely a month goes by without a mass protest held somewhere. They can be intimidating for anyone nearby. You have a duty of care towards your staff. If a protest is happening near you, consider whether it is safe to open up the business, or if you need to close early.

By the same measure, if employees’ commutes are impacted by a mass protest, give them the flexibility to keep themselves out of harm's way.

Mass protests invariably lead to mass arrests. What do you do if a member of staff is arrested leading to unauthorised absence?

It is a difficult situation and will require you to consider the context and the impact on colleagues, customers and the reputation of the business. Make sure you act in line with your own policies and if you need to take action we would advise seeking professional assistance. We can help.

Be proactive

Problems are most likely to develop where you leave a vacuum. So be proactive. Ensure your company policies are up to date and reflect how you would like to act (within the law), remind staff of expectations for conduct, and be on the lookout for flashpoints or events nearby that require your input and judgement.

For any help with policies or an incident that needs managing, get in touch. Call us on 0117 970 2955 or complete the 'Contact Us' form on our website www.hrdept.co.uk