Whether your organization remains politically neutral, leans in one direction, or embraces a range of opinions, these differences can chip away at trust. And it’s fair to wonder: “How can I trust my colleagues when their beliefs feel so at odds with my own?”
Why Political Differences Impact Workplace Trust 
Trust isn’t a single concept; it has layers. Leadership expert Lolly Daskal talks about trust in terms of:
- Contractual Trust: Reliability to keep commitments.
- Competence-based Trust: Confidence in someone’s skill and judgment.
- Vulnerability-based Trust: Feeling safe enough to share mistakes and feedback.
- Identification-based Trust: Emotional investment in shared values and vision.
While many think that political beliefs would only impact the top levels of trust (3 and 4), they can erode the foundational layers as well. Why? Because political beliefs reflect core values that influence our actions and judgments. When someone’s choices seem at odds with what we believe is just or fair, it’s natural to question their competence and reliability at work.
A Case Study: When Beliefs Shake Trust
Consider Adeline and Ignacio, caseworkers at a child welfare agency in Texas that focuses on reuniting foster children with their birth families. The majority of the families they serve are low-income White and Latine, many relying on government assistance to make ends meet. Both Adeline and Ignacio are passionate about their work and share a dedication to child welfare, but their personal political beliefs could not be more different.
Adeline’s Perspective
Adeline leans conservative and recently voted Republican. She believes in individual responsibility, limited government intervention, and community support over expansive welfare programs. Her stance is driven by her own upbringing in a family where self-reliance was key. She sees the agency’s role as empowering families to become self-sufficient and resilient. However, she also believes in compassionate care and ensuring that children are safe and supported.
Ignacio’s Perspective
Ignacio, on the other hand, identifies as progressive and voted for an Independent candidate who champions immigrant rights and expanded social programs. Growing up in a community that benefited from government assistance, he believes these programs are essential for leveling the playing field and addressing systemic inequalities. Ignacio views the agency’s role as not just reuniting families but advocating for them to receive the full scope of resources they are eligible for.
The Tensions
Ignacio becomes aware of Adeline’s vote and feels a growing unease. He starts to question whether Adeline’s conservative beliefs mean she might subtly judge the immigrant and Latine families they serve or hesitate to recommend them for certain aid programs. He worries that her bias could lead her to prioritize families that align with her belief in “self-reliance,” potentially disadvantaging those who need more support.
Adeline, in turn, learns that Ignacio supported an Independent candidate and assumes he may push for government involvement to an extent that she finds inefficient and unsustainable. She wonders if Ignacio’s advocacy for families, particularly Latine ones, might sometimes overlook eligibility criteria or be less stringent with cases involving immigrant families. This makes her question if he might be less impartial, showing preferential treatment that could affect their shared caseload.
The Impact on Trust
These unspoken suspicions begin to seep into their professional relationship. Adeline and Ignacio start second-guessing each other’s decisions in case management meetings. Adeline’s input on resource allocation is met with subtle skepticism, while Ignacio’s recommendations for external aid are scrutinized more closely. This isn’t just about politics anymore—it’s about doubting each other’s judgment, competence, and even integrity. Their trust in each other’s ability to uphold shared agreements starts to erode.
Reestablishing trust in this and similar situations is a process that starts with communication and cultural humility.
Moving Forward: Strategies for Trust and Understanding
1. Seek Nuance, Not Assumptions 
We often make assumptions about someone’s entire belief system based on a single choice. This can lead to seeing them as one-dimensional or failing to appreciate the complexity of their reasons. Instead, be curious. Engage in genuine conversations without the pressure of persuading or being persuaded. Ask questions to understand what drives their decisions. You don’t need to agree, but learning what drives your colleagues’ decisions can reveal areas of unexpected overlap and dismantle assumptions.
2. Identify Shared Values 
Despite differences, there are usually shared values that bring us together. Adeline and Ignacio both care deeply about the well-being of the children and families they serve. By focusing on their shared goal—helping families succeed—they can start bridging the gap in their perspectives. This helps shift conversations from divisive to constructive, allowing respect to thrive. Articulating and grounding conversations in these shared beliefs can help bridge the gap between different experiences and choices. This framework allows for better conversations where respect isn’t just aspirational, but practiced.
3. Embrace the Full Scope of Diversity 
diversity includes disagreement. Not everyone will align with your beliefs—and that’s part of what makes an organization vibrant and innovative. It’s also a moment to reflect on what diversity means to your team: Is it about broad representation of identities and experiences? Or does it focus on underrepresented voices and historical equity? Both are valid but come with different implications. Understanding your vision of diversity will help guide your engagement and growth as a team.
Accept and Adapt 
Election outcomes can stir strong emotions. But no matter who wins, our responsibility to shape our workplace and community continues. Let’s remember that our voices matter and that we have the freedom to use them to create positive change. Stay engaged, open, and committed to fostering trust—even when it’s tough.
We’re all in this together. Let’s keep moving forward. 
Creating a Path Forward with Hyphens and Spaces
Hyphens and Spaces is here to support organizations in building and maintaining inclusive, respectful cultures—during election seasons and beyond. If you’re interested in exploring how our DEIB consulting, workshops, and training can help foster empathy and respect within your organization, please reach out or schedule a call with us to explore options.
Contact Us: [email protected]
Schedule a Call with Samira: https://meetings.
In partnership,
Samira Abdul-Karim
Chief Executive Officer & Principal Consultant
Hyphens and Spaces LLC.
www.hyphensandspaces.com
