How to remove Biden’s workplace vaccination warrant policy – Quartz at Work
The idea of mandatory workplace vaccines is less controversial than its critics suggest. But US President Joe Biden’s September 9 directive to companies with 100 or more employees – whether they’re preparing to request proof of vaccination or to test employees weekly for Covid-19 – is being touted as a totalitarian edict by those who oppose vaccines and by those who oppose Biden’s policies.
Companies that have yet to announce how they will manage the vaccine mandate on a practical level may wonder what they are for, watching reports of skirmishes and anger over vaccine verification systems in restaurants or grocery stores. A small study from Seyfarth at Work found that a minority of “vexed vaxxed” and “edgy unvaxxed”, as the legal compliance firm puts it, are angry and resentful of their counterparts.
But there are ways to present the mandates and minimize any political tension over them, says Angela Corbo, associate professor and chair of communications studies at Widener University in Pennsylvania. For example, when presenting the tenure, share information about how many employees have already been vaccinated, to highlight the positive, she says. Use multiple communication channels to give employees the facts about the safety and effectiveness of vaccines, and what real-life examples have taught us about hospitalization and death rates among the unvaccinated.
Here’s what else businesses can do to eliminate politics and other sources of tension when deploying a mandate:
Recognize that change is difficult and that our social skills are rusted
Urge all employees to be empathetic when talking about the new regulations, remembering that most adults have never encountered a workplace vaccination rule. The pandemic has forced us to make constant adjustments, big and small, to the way we live and work, and this change is “difficult for everyone,” Corbo explains. Additionally, many people have worked from home or under increased pressure over the past 19 months and may have lost some of their ability to gracefully socialize and be empathetic listeners.
Stay focused on employee health
The key message around the mandate should focus on health and wellness, not compliance. “It will be difficult because we live in a politically divided world,” she said. Whether that mandate came from a Democrat or a Republican, the other side might have had something to say about whether it went too far or not enough, she adds. But for businesses, the most important thing at this point is to focus on the health of the employees.
The message should be shameless: “Our job is to take care of you. “
Offer or maintain incentives to get vaccinated
Biden has given businesses “a boost,” said Vishal Gupta, associate professor at the Culverhouse College of Business at the University of Alabama. But the government’s mandate does not need to be the sole focus of a company’s vaccination effort.
“Companies should continue with their policy of offering carrots to people for vaccination,” he says, as people are more likely to comply this way. It could be a gift card or extra time off, he notes. The reward doesn’t have to be fancy to be effective.
Apply a vaccination mandate to everyone, including part-time and remote workers
OSHA is currently developing guidelines for Biden’s vaccine mandate, leaving companies with unanswered questions in the meantime. When announcing the directive, Biden did not say whether it would apply to remote workers or part-time employees. “If I were to advise these companies, I would say it is enough to do it at all levels, because it raises equity issues,” Gupta explains.
Some companies already have hourly workers in retail outlets or warehouse jobs who worked on-site during the pandemic and “your boss’s boss is probably sitting at home issuing orders and demands”, Gupta explains, and now those company employees could be exempt from mandates too. This would likely lead to increased resistance and discord.
Support workers’ rights to freedom of expression
Some employees will want to make their political agenda part of the discussion. In response, business leaders may say, “We respect your policy. We respect your personal choices, and we know that living in America we have free speech. Respect that, suggests Corbo, and recognize everyone’s right to have an opinion on immunization policy and mandates, but come back to a message like: “In order to work in our environment, we must make everyone’s health a priority.” . she adds, and leaves it there.
“Once you start saying more, that’s when you open the door to more debate and just fuel [conflict] a little more, ”says Corbo.
Caring for people’s health beyond their vaccination status
Make sure that the push to achieve a 100% vaccination rate doesn’t become the company’s only wellness initiative, and that it doesn’t come exclusively from above. “Have people at all levels of the organization who can do things to promote overall health and well-being,” says Corbo, “not people who just think ‘You need to get the vaccine’ “.
For example, look for ways to provide people with flexible work options and other measures to promote health and longevity. Remember, people are not machines that have to be changed before they can get back to the assembly line.
Generally speaking, Gupta urges companies to adopt a “no team member left behind” message to communicate the company’s goal of retaining workers, rather than giving hesitant people a harsh ultimatum.
Focus on the health and safety of employee families
“We management professors like to believe that a company’s policies should appeal to people’s common sense,” Gupta explains, which in this case normally means asking employees to do it for themselves, their fellow human beings or others. their country. “In the highly politicized and charged atmosphere we find ourselves in, it doesn’t seem like ‘Do it for your neighbor’ really works,” says the professor. Instead, it would link immunization to the safety of workers’ families and loved ones.
For those who are hesitant, the message shouldn’t be, “Hey listen, if you don’t understand, you’re the wrong person in this business that’s going to make everyone sick.
Share facts about the Covid-19 vaccine from diverse and credible sources
As with any diversity and equity issue, the key to immunization status is understanding who is in the room, Corbo says. When a company shares vaccine resources and information, it should include those from trusted sources within diverse communities, reflecting the diverse staff population. “Let people feel the choice is theirs,” Corbo says. “After thought and deliberation, they will feel better about getting the vaccine, instead of feeling pressured.”
It may also be a good idea to include resources that explain the experiences with the medical system of marginalized populations in your workforce. For example, studies show that, on average, African Americans express greater distrust of the medical establishment than white Americans due to documented incidents of conscious and unconscious racism in the health care system and a legacy of atrocities like the Tuskegee experience.
Especially if you’re dealing with vaccine bullies, Corbo says, articles or links to documentaries and videos that can give your workers’ perspective on how others are feeling should inspire compassion. People should respect the fact that “not everyone will have the same level of gratitude for this vaccine.”