Is your team silent or safe? Creating space for respectful dialogue

It’s mid-afternoon, and a few colleagues gather around the office coffee machine. Small talk quickly turns to an upcoming election, and a manager enthuses about a candidate with a poor record for gender equality. A new employee fights the urge to speak up, deciding it isn’t worth the risk. She walks away quietly, feeling deflated. 

Down the hall, a leadership meeting gets tense as they discuss whether to support a new return-to-office policy. Some leaders argue it will strengthen the company culture, while others worry it will disproportionately impact employees with caregiving responsibilities. The discussion gets personal, and by the end of the meeting, there’s no clear resolution. 

This may seem like just another day in the office, but these scenarios illustrate a serious challenge many companies face today: polarization. In the workplace, polarization is defined as a division of two sharply contrasting groups or sets of opinions, beliefs, or interests. It can take many forms, from disagreements on political and social issues to clashing viewpoints on company-wide matters.¹ 

Polarization comes at a high cost: It can erode trust, morale, communication, and productivity.² In Canadian Underwriter’s 2025 DEI Survey, sponsored by Sovereign Insurance, 58% of brokers say polarization affects their work life, up from 49% the previous year. The most common effect cited is being less likely to talk about controversial topics (40%). If a polarizing discussion does take place, 73% of brokers cite concerns including reduced morale and engagement (40%), poor teamwork (38%), and a toxic culture (32%). 

For leaders, the survey reveals a fear of division, a decline in morale, and breakdowns in communication—all of which threaten the relationship-based culture of brokerages. Despite these risks, many leaders are uncertain about how to facilitate polarizing discussions or don’t feel equipped with the right tools to guide respectful dialogue. 

While polarizing discussions can feel threatening, they don’t have to derail your workplace. Brokerage leaders can lean into diversity, equity, and inclusion (DEI) principles to turn polarizing discussions into constructive dialogue. With intentional leadership and a DEI-informed approach, you can create a culture where people feel safe, respected, and able to speak openly.

Leverage existing DEI practices as your foundation. DEI practices already embedded in your brokerage give you a strong foundation to navigate tough conversations by reinforcing respect, fairness, and belonging. 

One key practice is active listening. Leaders can model this by listening closely, refraining from interrupting and dismissing other viewpoints, and avoiding judgement. Even if you disagree, it’s important to indicate you still hear the other person. Active listening also goes both ways: Practice reciprocity by asking someone if they’re open to hearing your viewpoint. This reminds people of fairness and respect. If you actively listen and validate differing points of view, others will be more willing to do the same.³

Teresa Hopke, president of Talking Talent, a global gender diversity consulting firm, highlights the power of being open. “When we encourage our teams to take on new perspectives and consider the experiences of others, we help cultivate a critical skill that directly combats polarization: curiosity,” she writes. “When we take the approach of continuously learning and asking questions, we’re far less likely to get stuck in intractable conflict.⁴

Create structured, safe spaces for dialogue. Polarizing topics often make people afraid to speak up. Psychological safety—another core DEI practice—helps leaders create safe, respectful spaces for honest dialogue, even when opinions differ. It means people can share their opinions, ask questions, or challenge ideas, without fear of being punished, or feeling embarrassed or humiliated.⁵  In turn, this reduces the risk of self-censorship, conflict, and disengagement, while strengthening trust across teams.

When political or social issues arise, leaders can set the tone for how those discussions unfold. Reinforce that the organization values and respects all employees, including those who think or behave differently from others.⁶ 

When it comes to work matters, leaders should model, encourage, and support healthy conflicts, which also builds comfort in addressing more personal or sensitive topics. As workplace expert Emily Killham writes, “Employees who know they are safe to speak up about work matters without negative consequences are more likely to feel comfortable respectfully dissenting when the matter is personal, while still maintaining teamwork.”⁶

Turn polarization into an opportunity with values-aligned leadership. Leaders can build understanding, deepen relationships, and model the inclusive behaviours teams expect by viewing polarization as an opportunity. For example, imagine a manager who truly understands an employee’s perspective, even if their political views diverge. That empathy becomes a catalyst for building trust, enabling a deeper connection and mutual understanding. One structured approach to fostering a more harmonious and cohesive workplace is known as the “ART” of navigating polarization: Acknowledging differences, showing respect, and cultivating trust.⁷

Even with the best intentions, conflicts at work can escalate and become polarizing. Actively managing conflict, not avoiding it, is critical. When leaders demonstrate that they intend to find solutions that work for everyone, people feel assured that their voices and experiences matter. And when leaders model good conflict resolution, it can have a powerful ripple effect across the organization. As Ms. Hopke writes, “It’s hard to keep feeling polarized and angry when we know someone is listening closely.”⁸

By leaning on DEI practices such as creating respectful places and modelling inclusive behaviours, leaders make their teams safe, not silent. In this space, polarization becomes a catalyst for a culture of respect and fairness, where people feel valued and heard.

Sources 
^1,2 The Myers-Briggs Company, “Polarization in the Workplace: Navigating Opposing Viewpoints Constructively,” April 22, 2025 
³ Achieve Centre for Leadership, “4 Tips to Help You Navigate Polarizing Conversations”
^4,8 Forbes, “With Tensions Running High, Here’s How To Combat Polarization At Work,” Oct. 29, 2024
⁵ Center for Creative Leadership, “How Leaders Can Build Psychological Safety at Work,” April 10, 2024. 
⁶ Perceptyx, “The Need for Psychological Safety When Discussing Politics at Work,” Nov. 3, 2022. 
⁷ SFU Beedie School of Business, “Navigating political differences at work: Building trust and understanding,” Aug. 17, 2023