TLDR:<p>For companies that wish to hire talent of all political stripes, or to reduce the frequency of campaigns to fire employees for political nonconformity, we offer the following advice.<p>1. Expand your definition of diversity to include diversity on perspectives, function and political views<p>2. Reconsider what colleges you hire from, including large state schools and even people who have not attended college at all.<p>3. Orientation: Be direct with candidates and new hires. If you decide that you want your organization to be politically neutral or self-consciously politically heterogeneous it’s a good idea to say so in job postings, and to introduce that idea to employees from their very first day.<p>4. Make sure your human resources department understands that employees are expected to deal with each other and navigate a way of getting along, and that they should only come to human resources if it involves something more serious.<p>5. Use real data from anonymous employee surveys to determine if there is an unwelcome environment. Don't rely on social media.<p>6. If a social media firestorm demands that you fire an employee, slow down. Social media firestorms lose energy quickly so even having just a mandatory two-week cooling off period can get you past the critical period.<p>7. Don't make firing a first or preferred punishment. Consider something short of firing. As a society we should revive the virtue of forgiveness, and learn to accept apologies again.<p>8. Ask yourself "where does this end?" If you have an employee who other employees want terminated, and you do terminate them, you have set a precedent for what counts as a fireable offense. Over time, that line tends to shift in one direction only. Eventually, you may be left only with employees who share a narrow ideology and a punitive orientation toward all but the most doctrinaire speech.