Civility in the workplace is always vital—but in the aftermath of the presidential election, it’s more important than ever, SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, told HR leaders in his opening remarks at SHRM INCLUSION 2024 outside Denver on November 5—Election Day.

Taylor called for civility in the workplace in the aftermath of the election—and for HR leaders to guide and nurture such efforts.

“We’re going to need [civility] more than ever,” especially on November 6 and after, he said, citing the closeness of the presidential race and the contentiousness around it.

“You’ve got to cascade the message back to your colleagues. This is going to be HR’s opportunity to make a difference in America. The entire world is watching.”

The U.S. workforce contains roughly 168 million people—about half the country’s population—so roughly 50% of Americans will be at work the day after the election, Taylor explained. “It’s razor, razor slim. We’ve never had this close of a race, and what that presents to us is the risk that the next day, half of the people you interact with will hate you,” he said.

Too often, Taylor added, people view those who differ with them politically as enemies and hold them in contempt.

That’s unacceptable, he said, and it serves as proof that embracing civil conversations—and accepting that those around us hold differing opinions and values—is the only viable alternative.

“The entire world is watching what happens [on Election Day], and more importantly, what happens tomorrow and in the days following this election—especially in the workplace,” Taylor said. “We cannot continue to be as divided as we are. This is not good for our country. It’s not good for our children. It’s not good for us. We can do better; we must do better.”

Taylor’s remarks come on the heels of the SHRM Q3 Civility Index, released October 28, which found that political tensions and disagreements are playing out in the workplace and in everyday life—and increasing incivility. Differing political viewpoints and opinions on topics related to social issues were the top contributors to incivility. In fact, 27% more workers cited political viewpoint differences as a contributing factor to incivility at work in Q3 than in Q2.

Not only does incivility result in contentious and unhappy workplaces, according to the Q3 Civility Index, but U.S. organizations collectively lose approximately $2.17 billion per day in reduced productivity and absenteeism due to incivility.

Taylor touted SHRM’s efforts on encouraging civility and recognizing the impact it can make in the workplace, including SHRM’s new Political Conversations Playbook, which highlights techniques to get through these conversations together as a workforce, and its 1 Million Civil Conversations campaign. Engaging in open and civil dialogue, SHRM leaders attest, can bridge divides and build understanding—not only to create stronger workplaces but to promote the betterment of society.

SHRM has now surpassed 1 million civil conversations, Taylor said. But that doesn’t mean the work is done. In some ways, it’s just beginning.

Taylor also cited civility’s role in inclusion and diversity (I&D) efforts in the workplace, saying that acting civilly and being open to people with differing opinions fosters a sense of belonging. That’s also why SHRM is committed to leading with inclusion in its approach to I&D.

“Diversity is beautiful; it’s our country’s strength. But we missed the inclusion side of the equation,” he said. “And it’s not just inclusion for some people or people who are historically underrepresented or mistreated. It’s inclusion for all. That’s the only way this thing works.”

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