How legislative changes can impact our wellbeing at work - and what leaders can do about it
Legislation governs the way we move and operate in the part of the world where we live. Whether we think about it regularly or not, we are always at least subconsciously referencing these rules as we go about our lives. So when changes to important legislation come into play, they can have resounding effects on our lives as we re-evaluate our rights and the options available to us as individuals. Now more than ever, our personal lives and our work lives are intertwined, so it is critical that managers and leaders recognize the impact legislative changes can have on our wellbeing at work.
How do legislative changes affect us at work?
In the age of Zoom meetings taken from our makeshift home offices, and virtual jobs such as “relationship-based sales” and social media management which require us to connect on a personal level with our stakeholders, gone are the days of separating our work lives completely from our personal lives. It’s not realistic to expect that the things affecting our personal lives won’t filter in and tint how we show up in the workplace. This includes things happening in our day-to-day, as well as larger disruptions to our status quo like politics, world news, and legislative changes.
When legislative changes have an impact on our life plans, personal safety, and definitions of ourselves, it is normal that it takes some time for us to understand and adjust as we move forward with our new reality. In some cases, this may include processing feelings of anger, sadness, betrayal, and injustice. For some, it may mean needing to consider drastic changes to lifestyle and self expression. For others, they may wonder why their peers are so affected.
These difficult feelings can carry into the workplace, leading to added stress, distraction, and difficulty concentrating. Like anything that threatens one’s status quo, these changes can have detrimental effects on our mental health, in the short and long term. Rather than try to ignore these new feelings and challenges, we should be realistic about how they change our ability to operate at work, either temporarily or permanently.
A leader’s response can make all the difference
The way a leader responds in times of difficulty or crisis can make or break a team’s ability to overcome challenges as one. As with political events, legislative changes may cause division and conflict between team members when discussed at work. This doesn’t necessarily mean we should avoid discussing them - discussion with colleagues can be a healthy way to process difficult events, particularly when the events relate to the task at hand.
For example, an employee resource group focused on gender equity might be a great place to discuss a legislative change related to reproductive health. In the same vein, if a manager knows that one of their direct reports is involved in a gender equity ERG, they might proactively recognize that the employee might need extra support or compassion when legislative changes affect reproductive rights.
Here are some ways leaders can respond constructively and support their diverse teams through times of legislative change:
Recognize when someone is going through something difficult, and make arrangements to support them. See four ways to support a colleague in distress
Provide space for people to share how they feel and voice their concerns. Perhaps by hosting an open discussion, or by inviting this conversation during one-on-ones.
Invite discussion by sharing their own perspective in a non-judgmental way. For example, you might share how this makes you feel, or tell a personal story about a time that you were affected by a big change and how you dealt with it.
If you must interrupt or shut down a discussion about the difficult events, do so with compassion. For example, instead of saying “we don’t talk about that here,” you might say “I understand this is important to many of us in the room, but out of respect for everyone’s time right now, we need to focus on the task at hand.”
In a workplace where diversity thrives, it is extremely rare that everyone will share the same perspective on any issue. The important thing is not to seek unanimity, but to strive to create an environment where differences are respected, and where individuals can feel safe to seek the support of others when going through difficult times.
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