War, Politics, and Peace at Work: How to Keep Teams United When Global Events Threaten to Divide Us

By Adam Raelson:

In today’s hyper-connected world, global events and conflicts feel closer than ever. With 24/7 newsfeeds at our fingertips and teams spread across continents, these events can quietly seep into workplace dynamics, creating tensions or divisions among employees. As leaders and managers, our role is not to encourage political debates but to cultivate open-mindedness, understanding, and unity when the world can sometimes feel divided.

Leaders set the tone for organizational culture. By demonstrating cultural competence and encouraging inclusive behaviors, leaders must lead in bridging any internal divides. This involves recognizing and valuing diverse perspectives, facilitating dialogue, ensuring physical and psychological safety, and offering intercultural training to enhance mutual understanding.

Encourage Diplomatic Neutrality:

In times of geopolitical tension, companies often feel compelled to publicly take a position. While this may align with values or external expectations (PR), it can inadvertently alienate employees or create unintended divisions within the workforce.

While public stances are often well-intentioned, they can exacerbate stress or discord for employees who hold different perspectives. When organizations take explicit political stances, it can unintentionally create discomfort, exclusion, or heightened stress for some.

Rather than joining political debates, leaders should focus on building bridges internally — creating safe spaces for employees to connect, fostering intercultural understanding, and emphasizing shared company or human values that unite us.

How can organizations remain true to their values, such as peace, empathy, and human rights, without endorsing divisive political positions?

Reaffirm the Organization’s Core Values: 

Start by anchoring the company’s response in its core mission, values, and purpose. For instance: 

“As an organization, we are committed to [insert values here: e.g., inclusion, respect, human dignity, etc.], and these values guide our actions every day. While we may not take a public stance on every global conflict, we remain focused on fostering understanding, unity, and psychological safety within our organization.”

This allows you to take a stand — not on politics, but on your values.

Silence Can Be Thoughtful, Not Weak

Acknowledge the frustration some people feel when companies don’t speak out, but position your neutrality as a deliberate and thoughtful choice. For instance:

“We understand the desire for organizations to take an explicit stance during moments of global conflict. However, as a company, we believe that amplifying one perspective can unintentionally create tension or alienation among our employees, who may hold deeply personal and diverse views. Rather than taking sides publicly, we are committed to being a bridge internally by supporting our employees, creating safe spaces for dialogue, and providing resources like intercultural or conflict resolution training that help us understand one another better.”

This shifts the focus from external “signaling” to meaningful internal action. Sometimes, choosing not to speak out is not about avoiding responsibility, it’s about ensuring you remain a place of psychological safety for all your people, no matter their beliefs or backgrounds.

In complex global conflicts, there are rarely simple binaries, so focus on what unites our shared humanity and what you can control: building empathy and peace within your own organization.

Recognize Personal Perspectives While Maintaining Professional Boundaries:

Employees are individuals first, with private lives, personal opinions, and some may wish to engage with global issues in ways that resonate with them. As leaders, it’s important to respect this individuality while ensuring the workplace remains a space of business, collaboration, and psychological safety. Some employees may wish to express personal views outside of work contexts but it’s important to help them understand maintaining professional boundaries to keep workplace dynamics productive and inclusive.

Intercultural Training

Offer programs that educate employees & leadership about different cultures, communication styles, and conflict resolution strategies. Such training enhances cultural agility, enabling staff to navigate cross-cultural interactions effectively. Reach out to CultureComms for help.

Promote Empathy and Active Listening 

Encourage a culture where employees listen to understand, not just to respond. This approach reduces misunderstandings, fosters a supportive environment and leads to increased trust and collaboration.

The Broader Impact of Corporate Cultural Competence

By prioritizing intercultural understanding, companies contribute to a more harmonious society. Employees carry these skills beyond the workplace, through influence in their communities. In this way, organizations play a pivotal role in promoting peace and understanding on a global scale.

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Adam Raelson is an American communication leader, owner of CultureComms Consulting, and is based in Prague, Czech Republic.