The escalating conflict between Israel and Gaza is deeply distressing, and with the topic at the forefront of people’s minds, it is not surprising that it is being discussed everywhere, from social media to the office break room. So what impact is the conflict having on the workplace?

A report by Pearn Kandola has found that both Muslim and Jewish employees have faced an increase in discriminatory treatment at work in the past year, with only 58% of Jewish employees and 83% of Muslim employees feeling comfortable enough to share their religious identity at work. The study (Antisemitism and Islamophobia at Work) surveyed 500 Jewish and 500 Muslim employees. It included in-depth interviews with 10 participants of each faith, to assess the impact of the ongoing conflict on workplace relationships.

The study yielded the following statistics:

The report details that both Muslims and Jews share experiences of isolation and discrimination at work, and both groups have been impacted by a shift in attitude towards their faith in the wake of the Israel-Gaza conflict.

The study revealed that 28% of Jewish workers reported feeling scared due to the rise in discrimination, while 42% of Muslim workers felt hurt and 36% felt angry. Despite these feelings, only 52% of Jews and 61% of Muslims felt confident in reporting workplace discrimination.

The report’s author, Binna Kandola, emphasised that these findings serve as a “stark reminder” of how global events can adversely affect community relations and workplace harmony. He stressed that a significant theme emerging from the research is the role of social media in shaping harmful and often false narratives that lead to threats and intimidation in real-world scenarios. 

In light of these findings, it can seem tempting to shy away from discussions of faith and politics in the workplace altogether. However, Pearn Kandola’s investigation found that there is ‘a feeling of neglect’ regarding discussions around Israel-Gaza, unlike the response to the Russia-Ukraine conflict- leading to Muslim and Jewish employees feeling increasingly isolated at work. To combat this, Equality, Diversity & Inclusion expert Shakil Butt, recommends that organisations deliver training to educate staff on the importance of inclusivity and respect in the workplace- and reinforce that unacceptable behaviour must be reported. He emphasized that businesses need to demonstrate their commitment to these principles of fairness through action, not just words.

What this means for businesses

Employers have a responsibility to prevent (so far as is reasonably possible) discrimination in the workplace- particularly regarding a protected characteristic such as ‘religion or belief’. 

Here are some key steps your business can take:

Implement Clear Anti-Discrimination Policies
Establish explicit anti-discrimination policies that address religious discrimination, including Islamophobia and Antisemitism. These policies should be clearly communicated to all employees and supported by zero-tolerance standards. 

Review Social Media Policies
Ensure that all staff are familiar with the organization’s social media policies. It is important to remind employees that violations of these policies, including online behaviour that could be considered harassment or discrimination, may result in disciplinary action, up to and including dismissal. 

Encourage Open Dialogue
Establish safe spaces where employees from all backgrounds can discuss their religious practices and any concerns they may have. Hosting regular forums or diversity panels allows employees to share their experiences, promoting understanding and reducing stigma around sensitive topics. Ensuring that all voices are heard cultivates a culture of openness and mutual respect.

Clarify Expectations for Conduct
While encouraging active debate, it is essential to remind employees that bullying or harassing individuals based on their religion or beliefs will be classified as gross misconduct. Clearly outline which types of beliefs are protected under relevant legislation to promote understanding and compliance.

Reinforce Grievance and Whistleblowing Policies
Remind all employees about the grievance and whistleblowing policies in place, which allow staff to report instances of discrimination or harassment confidently. Establish a confidential reporting process, ensuring that allegations are managed sensitively and impartially. Ensuring that employees feel secure in voicing their concerns is crucial for fostering a respectful workplace. 

Provide Ongoing Diversity Training
Regular diversity training is crucial for educating staff on the importance of inclusivity and respect for various cultures and religions. This training should extend beyond providing a basic understanding, covering topics like unconscious bias, microaggressions, and the specific challenges faced by Muslim and Jewish employees. 

Lead by Example
Leaders and managers should actively demonstrate inclusive behaviour. This includes addressing offensive comments or actions in real-time, being aware of personal biases, and modelling respectful communication. By exemplifying the desired behaviour, leadership can set a positive tone throughout the organization.

How Bhayani Law Can Help

Bhayani Law’s team of HR Specialists and Employment Lawyers can provide your organisation with tailored advice and services. We offer specialist Equality, Diversity, and Inclusion training, which can help employers understand and navigate their legal obligations.

Contact us on 0333 888 1360 for more information. You can get in touch or sign up for our upcoming training events by contacting [email protected].