President Donald Trump’s controversial policies and rhetoric have made him a polarizing figure.
To better understand how managers perceive and interact with employees or candidates who support President Trump, ResumeBuilder.com surveyed 756 U.S. managers who have at least one direct report, the week of November 11, 2024.
Key findings:
- 1 in 6 managers are less likely to hire a candidate who supports Trump
- 1 in 8 managers are less likely to promote an employee who supports Trump
- Managers cite concerns that supporting Trump signals poor decision-making skills, lack of empathy, and the potential to cause workplace conflicts
- Some managers admit to actively trying to encourage Trump-supporting employees to quit
- 4 in 10 managers believe employees’ political views should be considered
1 in 6 Managers Less Likely To Hire a Trump Supporter
When asked about the impact of knowing a candidate supported Trump, 16% of managers indicate they would be a little less likely (11%) or way less likely (5%) to hire the candidate. On the other hand, 8% report they would be much more likely to hire the candidate, and 6% would be a little more likely to hire them. Meanwhile, 69% say it would have no impact on their decision.
Managers who would be less likely to hire a Trump-supporting applicant cite concerns about the candidate’s judgment or decision-making skills (76%), 67% express worries that they may lack empathy, and 59% believe their views could create workplace tension. Managers also have concerns that the candidate might lack intelligence (50%) or would not fit in with the workplace culture (45%).
1 in 8 Managers Less Likely To Promote Trump-Supporting Employees
When asked about how knowing an employee is a supporter of Trump would affect their decision to promote the employee, 13% of managers indicate they would be a little less likely (7%) or much less likely (6%) to promote the employee. Conversely, 6% report they would be much more likely to promote the employee, and 3% would be a little more likely. The majority, 78%, say it would have no impact on their decision.
Managers who would be less likely to promote a Trump-supporting employee cite similar concerns: 76% are worried about the employee’s judgment or decision-making skills, and 59% express concerns they may lack empathy. Additionally, 54% believe the employee’s views could create workplace tension. Managers also have concerns that the employee might lack intelligence (47%) and don’t fit in well with the workplace culture (39%).
1 in 20 managers are trying to get Trump supporting employees to quit
One in 20 managers (4%) also admit they’ve engaged in “quiet firing,” subtly encouraging employees who openly support Trump to resign through reduced support or opportunities.
“There is a concerning trend of managers allowing political bias to influence workplace decisions, including hiring and promotions,” says Stacie Haller, chief career advisor at Resume Builder. “Managers must recognize that political beliefs, like any other personal characteristic, have no place in hiring decisions. This bias is no different from age, gender, or religion bias—yet the heightened political tensions in our country appear to have given rise to this form of discrimination.”
Skills and abilities, such as decision-making and intelligence, can and should be evaluated directly through job performance or the hiring process—independent of any political affiliation. Removing political bias from decision-making is essential to maintaining fairness, fostering a respectful environment, and ensuring that workplace evaluations remain focused on professional competence and contributions.”
One-Third of Managers Report Tension in the Workplace Due To Political Views
When asked if they’ve observed any workplace tension or conflicts related to employees’ political views this year, 7% report witnessing it frequently, and 26% indicate that political tension arises occasionally. On the other hand, 30% say it rarely occurs, and 6% report they’ve never observed such conflicts.
4 in 10 managers say employees’ political views should be taken into account
A number of managers do believe an employee’s political views should be taken into account for hiring or promotions, at least some of the time. More specifically, 2% say they should always be considered, 6% think they should often matter, and 10% believe they should sometimes play a role. Meanwhile, 22% feel they should rarely be a factor, while 60% say political views should never be taken into account.
One in five managers (18%) report making a big effort to find out candidates’ political views, while 13% say they make some effort, and 10% say a small effort to learn about a candidate’s political stance. Among these managers, 59% go about this by asking indirect questions, while 54% ask direct questions. Half of these managers review candidates’ social media profiles, and 31% ask references for insights into the candidate’s political stance.
“While many managers understand they cannot directly ask biased questions during interviews, some resort to evaluating candidates or even current employees through social media or other indirect methods. When organizations fail to address this behavior, they inadvertently amplify biases that have no bearing on a candidate’s or employee’s performance,” says Haller.
“A candidate’s skills, decision-making abilities, and workplace fit should be evaluated through established methods, not assumptions tied to personal beliefs. For existing employees, their track record and proven abilities within the workplace speak far louder than irrelevant personal factors like political affiliations.
“By reaffirming fair and objective evaluation processes, organizations can create environments where employees are valued solely for their contributions and capabilities.”
Methodology
This survey, launched on November 13, 2024, was commissioned by ResumeBuilder.com and conducted online by the polling platform Pollfish. Overall, 756 U.S. full-time manager-level employees completed the survey.
To qualify for the survey, all participants had to be over 28, have a household income of at least $75,000, hold an associate’s degree or a higher level of education, have a manager-level role or higher, and work at a company with more than 11 employees.
Respondents also had to indicate they currently have at least one direct report via a screening question.
The survey was census-balanced to reflect the population distribution across the four U.S. regions.
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