The report, published today (1 October), found that a quarter of UK Muslim (24%) and two fifths (39%) of Jewish workers in the UK have experienced discrimination since 7 October 2023. Pearn Kandola researchers investigated the changes in workplace discrimination ahead of the anniversary of the terror attack.
Shakil Butt, founder of consultancy HR Hero for Hire, told HR magazine that employers should seek to understand the impact of the conflict on their employees, and facilitate balanced conversations.
He said: “Both Jewish and Muslim employees share a spiritual connection to their global community. Understanding that events happening elsewhere will impact Jewish and Muslim employees is critical and should not be downplayed.
“The wrong thing to do would be to do nothing, and say that employees should not discuss the issues, especially when the usual position is asking employees to bring their whole selves to work, which includes their religious identity and their political leanings.
“That said, any conversations need to be balanced with mutual respect, acknowledging that all suffering and harm to innocents is wrong, and all human life and dignity is of equal value.”
Read more: UK riots: How can HR support employees amid crisis?
The report’s author, Binna Kandola, senior partner and founder of diversity and inclusion consultancy Pearn Kandola, explained that social media has been particularly harmful.
He said: “Platforms are shaping views and contributing to false information. There is frustration about the spread of misinformation and its negative impact on Muslim communities. Muslims are sometimes asked to defend themselves against inaccurate portrayals.
“Many of the Jewish respondents described the damaging impact of online platforms in fostering antisemitic sentiments and the sense of betrayal they felt when colleagues or acquaintances shared anti-Israel or antisemitic content. The discussions online often became toxic, leaving Jewish individuals feeling unsafe, unheard and marginalised.”
“HR needs to separate out criticism of individuals and state political actions from criticism of a faith and its followers,” Butt added. “Antisemitism- and Islamophobia-related hate crimes have increased as a result of faith being conflated with political ideology so HR needs to be attuned to employees from both faiths, who may be discriminated against in the workplace by colleagues, suppliers or customers/service users.”
To help HR professionals navigate support for religious employees, Butt pointed to the case of David Miller, a professor at the University of Bristol who was accused of antisemitic comments. In February of this year, a tribunal found that Miller was discriminated against for anti-Zionist beliefs.
Read more: Professor wins discrimination tribunal for anti-Zionist beliefs
Butt said: “The case of Professor Miller is a prime reference to understand the difference between antisemitism and anti-Zionism, and conflation of the two.”
Pearn Kandola's survey of 500 Jewish and 500 Muslim employees found that just over one in 10 (16%) Muslim workers, and less than a third (29%) of Jewish workers, reported discrimination to HR teams.
For Muslim workers, incidents are leaving them hurt (42%), angry (36%) and isolated (28%), while Jewish workers say they are hurt (29%), scared (28%) and unsafe (24%).
A fifth (21%) of Muslim workers and a third (31%) of Jewish workers reported feeling like they are on their own, unsupported by their employers.
Kandola said: “Importantly, all respondents want their workplaces to take stronger action in addressing stereotyping, fostering open dialogue and making public commitments against discrimination. There is a shared need for organisations to actively support religious inclusion and create safe environments for expressing religious faith.”
Speaking to HR magazine, Kandola warned that, as the anniversary of the October 7 attack approaches, organisations should prepare for a further spike in religious discrimination.
He said: “To prepare, organisations are encouraged to take proactive steps. Clear statements condemning discrimination, including stereotyping and assumptions, should be issued, reassuring employees that such behaviour will not be tolerated.
“The absence of such actions has contributed to the lack of support reported by many over the past year.
“In addition to institutional efforts, individuals are urged to challenge inappropriate behaviour and check in with colleagues, fostering a supportive and inclusive workplace environment. Small gestures of empathy can make a significant difference during challenging times.”
