Office politics usually gets a bad rap and is often associated with toxic cultures that result in marginalized groups being frozen out. New research from King’s College London highlights how it doesn’t have to be that way, and there are approaches that can lead to a healthier form of office politics that is more inclusive.

The researchers explain that office politics is commonly believed to be a white man’s game, with minority groups less inclined to participate. They argue that many attempts to improve things focus on “fixing” the minority group rather than tackling the culture that underpins office politics.

“There’s no escaping office politics; it might get a bad rap, but the ability to network, build relationships, and influence others is critical in any workplace,” the researchers explain. “However, minority employees are often pushed to the side-lines of this political arena. Organizations may not be able to suppress their office politics, but they can and must strive to make it more inclusive.”

Inclusive culture

The study revolved around detailed interviews with around 40 mid-career ethnic minority employees from across the United Kingdom. Many revealed negative experiences with office politics, with people often feeling shut out from informal relationships and overlooked by managers.

There were some stories of more supportive cultures whereby managers would strive to include minorities in the kind of political activities that would often be vital for their role and their careers. These processes were moved out of the shadows and often taught to newcomers to help them get up to speed.

“Of course, building an inclusive culture is easier said than done—but it is possible, as our new research has demonstrated, and organizations that foster this kind of political integrity result in more supportive workplaces,” the researchers explain. “Office politics has long served as a mechanism for exclusion, but it doesn’t have to.”

Nurtured and supported

The researchers propose five strategies that they believe can help organizations create a healthier culture of office politics in which employees of all stripes are supported.

1. Be transparent – The first strategy is to bring office politics out into the open and ensure it’s not some form of clandestine activity. There should be encouragement for all employees to build their network and support to do so should be included in onboarding schemes and via mentoring programs.
2. Ensure adequate access to informal career development resources – The researchers believe that career progression often relies on a mix of formal and informal career development resources, but minority groups often lack access to the latter. Once again, approaches like sponsorship and mentorship can help to close this gap.
3. Reframe office politics positively – There is something of a deeply ingrained view that office politics is one of those necessary evils that few people really enjoy doing but is crucial to get ahead. The researchers believe this view should be challenged and reframe politics away from an endeavor purely for self-gain and more something that can help everyone.
4. Use politics to drive inclusion – A big part of this is training people on how to “do” office politics more effectively. Suffice to say, this isn’t training in the Machiavellian dark arts but more in things such as negotiation and network building. Managers can also provide access to these networks to help all employees build support. This would also help senior managers better understand some of the barriers marginalized groups face.
5. Share successes – There are numerous stories of successful people, but such stories are always more impactful when they belong to those close to us. To help make politics a normal thing in the workplace, try and relay how it has been used in the journey to the top for people in your organization. Indeed, getting those who have reached the top to share their stories can be powerful, both in providing inspiration to others and normalizing the benefits of politics at work.