In brief
- Immigration debates are creating tension in workplaces, requiring proactive HR leadership.
- CPOs must act early to uphold DEI values and maintain organisational resilience.
- Collaboration, clear communication and updated policies are key to supporting staff.
Today’s blog follows some discussions we’ve with our CPO network – a collective of FTSE250 Chief People Officers who collaborate to shape the future of our function. We also connect with them to get a pulse on some of the big challenges facing HR/People Functions in the modern world of work, and today’s blog includes some small sample data of our network, compiled by Debbie Mitchell from our team, as well as some practical advice from them, with a LACE perspective on what CPOs and HR/People teams can do to navigate the challenges faced by sensitive political or social issues such as immigration.
Practical guidance for HR leaders navigating uncertain times
Navigating tense immigration debates
The current climate in the country is marked by difficult and sometimes tense debates on immigration. High-profile events, such as marches in London, are drawing attention and have a direct impact on workplace dynamics. These public debates can stir strong emotions, prompt questions among staff, as well as present challenges for organisations striving to maintain a supportive, inclusive environment. Chief People Officers (CPOs) are pivotal in guiding their organisations through these times, ensuring that employees feel heard, protected and valued.
Why CPOs must act: motivations and approaches
Following several discussions internally we decided to ask our CPO network about the steps they might be taking with regard to this sensitive subject. A recent poll of the network – which has over 45 members who collectively represent hundreds of thousands of employees in the UK – revealed that 45% of respondents are actively taking steps to address tensions related to immigration, 27% have noticed increased tension but have yet to act, with another 27% not encountering issues so far. This split highlights the importance of proactive leadership: CPOs who act early set the tone for organisational resilience and inclusivity, while those who wait risk reactive measures that may not fully address staff concerns. The motivation to act stems from a commitment to diversity, equity and inclusion (DEI); the need to safeguard employee wellbeing, as well as a responsibility to uphold organisational values even when external debates are polarised.
Leadership and collaboration: HR, colleague networks and supportive voices
Effective leadership during times of tension means more than policy setting; it involves active collaboration. HR teams and colleague networks are essential partners, offering firsthand insight into staff sentiment and identifying areas where support is needed. By fostering open dialogue and encouraging supportive voices, CPOs can create a culture where people feel comfortable expressing concerns and seeking help. Leadership in this context is about empowering others, amplifying allyship, and modelling the behaviours that build trust and safety.
Key actions for CPOs
- Allyship in action: Promote visible allyship through senior leaders and team managers. Encourage staff to support one another, challenge inappropriate behaviour, standing up for colleagues who may feel vulnerable during tense debates.
- Corporate communications: Issue clear, compassionate messages about the organisation’s stance on DEI and its commitment to supporting all employees. Ensure communication channels are open and that staff know where to turn for help or information.
- Enhanced training: Provide targeted training on conflict resolution, cultural sensitivity, as well as recognising unconscious bias. Equip managers and staff with tools to navigate difficult conversations and support each other.
- Policy updates: Review and update policies and organisational statements, particularly around social media and anti-harassment. Clarify expected conduct and the consequences for breaches, ensuring staff understand that online behaviour reflects on the workplace.
Manager responsibilities: Active support and resolution
Managers play a critical role in maintaining a positive environment. Encourage leaders to actively check in with their teams, listen to concerns and provide reassurance. Equip managers to handle conflict sensitively, mediate disputes, as well as refer issues to HR where appropriate. Remind them that neutrality is essential when managing complaints, and that their approach can either escalate or resolve tensions.
Handling sensitive issues: Social media and complaints
As public debates unfold online, social media conduct might need to be monitored, but with care, and without straying into invasive surveillance of employees. Update policies to reflect the new realities, emphasising respect and professionalism in all online interactions. Establish clear complaint management procedures to ensure that staff feel safe reporting issues; that those complaints are investigated fairly and promptly. Maintain neutrality in formal responses, focusing on facts and organisational values rather than personal opinions.
Conclusion: Championing DEI and ongoing support
As immigration debates continue, the responsibility of CPOs is clear: lead proactively, support staff, and uphold the principles of diversity, equity and inclusion. By taking early action, revising policies, as well as fostering a culture of allyship, CPOs can help their organisations navigate uncertainty and emerge stronger. Remember, the most effective support is ongoing—keep communication open, review training and policies regularly, and ensure managers are equipped to respond sensitively. In doing so, you not only protect your people, but also strengthen and hold fast to the values that define your organisation.
Are you a CPO and looking to find out more about our network? Reach out to Debbie Mitchell directly or fill in the form below for more information. Looking at your people strategy and wanting to get advice on how to build any of the above into your approach? Let us know what support you need in the form below and we’d be happy to chat.
