A Businessman's Perspective on Hiring Democrats in the Post-Trump Era

The 2020 U.S. presidential election brought to the forefront various political divides, particularly in the workplace. A small business owner's experience in understanding and navigating these divides offers a unique insight into the challenges and considerations faced by employers in today's political climate. This article explores the perspective of a business owner regarding the hiring of individuals with different political affiliations, especially those who supported Trump.

Employment Trends in Different Political Bases

While the political dynamics between Democrats and Republicans have been a constant in U.S. history, the 2020 election highlighted the economic power of different political bases. According to political tracking and analysis websites such as Poll Watcher, 85% of those working in municipal, county, state, and federal governments are Democrats. These individuals often hold public sector jobs which are significant in maintaining the backbone of government operations.

Entrepreneurs and those in the employment-creating sector are more likely to be Republicans. Small business owners like the author, who once managed a business employing approximately one hundred people, did not see a need to discriminate based on race, religion, or political affiliation. However, the author emphasizes that there is no legal protection for Democrats in the workplace. The introduction of political considerations in hiring decisions is not uncommon, especially when it comes to employment stability and business efficacy.

The Impact of Political Beliefs on Business Decisions

The author candidly discusses the impact of political beliefs on business decisions. He points out that it is beneficial for a business to avoid hiring someone who is an "idiot" in terms of their decision-making abilities, regardless of their political affiliation. His personal experience involves hiring a homeless individual, a Democrat, who proved to be an excellent employee. Despite his political affiliation, the author realized the importance of skills and work ethic over political loyalties.

A deliberate effort to 'reason with' the newly hired employee about the importance of political neutrality and optimism led to a significant positive outcome. The employee became the manager of the RV storage yard, a position he excelled in, further proving that political beliefs do not entirely define an employee's potential. However, the author stresses that while exceptions can be made, it is generally advisable to avoid hiring Democrats to maintain a stable and effective workplace environment.

Exceptional Cases and Legal Protection

The author acknowledges that there are exceptional cases, such as highly qualified individuals who have achieved significant legal and professional accomplishments. Harvard Law School graduates, for instance, have demonstrated the potential for exceptional performance, even if they have political affiliations. The author provides an anecdote about hiring a disbarred lawyer, who turned out to be successful after effectively countering the legal challenges.

While these cases indicate that exceptional candidates can overcome political biases, the overall message remains that political beliefs should not be the sole criterion for employment decisions. The business owner's advice is cautious and points to the practical importance of hiring decisions based on skills, experience, and job performance rather than political affiliations.

In conclusion, this article offers a practical and insightful perspective on the challenges faced by employers in the post-Trump era, focusing on the importance of balancing political neutrality and professional competence in hiring practices.