Q. “I’ve been at my company for three years and generally enjoy the work, but lately the culture has started to feel hostile. A few coworkers, including someone senior on my team, are very vocal about supporting Trump and regularly make comments about immigrants and people of color that seem blatantly racist. It often happens casually in group settings, like before meetings start or in the break room. Nobody else says anything, so I honestly don’t know how others feel about it. I worry that saying something will hurt my reputation or stall my growth, but staying quiet feels like I’m condoning it. How do I protect myself and my career in an environment like this?” – Jaclyn, 31
A. Jaclyn, this sounds incredibly stressful, and I want to start by saying: your discomfort is completely valid. This administration has a dearth of positive role models, and the behaviors they deem acceptable have – unfortunately and tragically – trickled down into the workplace. If comments seem racist to you, they probably are. You’re not being oversensitive, and the fact that no one else is speaking up doesn’t mean you’re wrong—it often just means people don’t know what to do, or the culture has made this seem normal when it’s not.
You’re facing a real dilemma with no perfect answer.
Protecting your career matters, and so does protecting your integrity. Supporting a political candidate outside of work is one thing. Making racist comments at work is another, and you can address the behavior without getting into a political debate. Many workplaces have policies that require respectful, inclusive environments—this isn’t about politics, it’s about professionalism.
Here are three moves to consider; however, only you can decide what balance and actions feel right.
- Document everything. Start keeping a record—dates, specific comments, who was present, and where it happened. If possible, consider discreetly recording conversations on your phone or using an AI transcription tool. Even an audio recording alone can serve as proof if you ever need it. This protects you if things escalate and gives you concrete evidence if you need to go to HR or leadership later.
- Find your allies. You’re probably not the only one who’s uncomfortable. Have quiet conversations with colleagues you trust. Sometimes knowing you’re not alone makes it easier to decide what to do next, and collective concerns carry more weight than individual ones.
You could also consider speaking with HR. Even if you’re not ready to file a formal complaint, having a conversation creates a company record and lets you get their guidance on how to proceed.
With someone you notice is uncomfortable too, but you don’t know well, try: “Hey, can I grab you for a quick coffee? I wanted to get your take on something.”
Then in private: “I’ve noticed some comments in team meetings lately that feel pretty uncomfortable to me—like the stuff about [immigrants/specific group]. I’m trying to figure out how to navigate it. Have you noticed it too, or am I being oversensitive?”
You’re testing the waters without fully committing. Their response will tell you if they’re a potential ally. And with someone you know or trust more, you could say, “I need some advice about something that’s been bothering me at work. Do you have a few minutes?”
Then follow up with: “When [senior colleague] makes comments about [specific group], I feel really uncomfortable, but I’m worried about the professional consequences of saying something. How would you handle that?” - Name it in the moment. You don’t have to give a speech. The lowest-risk (but least likely to end the behavior) option is to leave the room or change the subject with “And now, back to the project agenda.”
You could step it up a notch with a simple, calm “That makes me uncomfortable.” Or “I don’t think that’s appropriate for the work environment,” can be surprisingly effective. Both statements signal where you stand without turning it into a confrontation, and they often make others think twice.
If you are feeling emboldened, a higher risk response could be, “I don’t see it that way, but we probably won’t agree, so let’s move on,” or “That doesn’t match my experience with [group].” The phrase “you may not be aware” can be a powerful way to introduce a contrasting point of view. For example, “You may not be aware, you’re speaking about my friends, relatives, and customers.”
After trying these actions and nothing has improved, bring your documentation to HR. But here’s the thing: Be honest with yourself about whether this is a place you want to stay long-term. If the culture is entrenched and the racism and bigotry are coming from senior people, real change might be hard to create on your own. Sometimes protecting your career means finding a better environment, not enduring a harmful one. You could start exploring other options, networking more, and updating your resume and LinkedIn profile while you figure out your next move here—that gives you leverage and choices.
You’re not complicit for protecting yourself in a difficult situation. But you also don’t have to stay somewhere that asks you to compromise who you are.
You are equipt to protect your values and your career.
