Advance Inclusion in your workplace

Lead the way to create inclusive workplaces with expert support, tailored resources, and a vibrant member community. Inclusive Employers membership gives you the tools and insights to advance inclusion and make a lasting impact.

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Key Insights and Feedback from Our Member Community Event – 1 Year On: Continuing to Support Colleagues Affected by Violence in Israel, Lebanon, and Palestine

On 8th October 2024, we hosted an exclusive Member Community Event – 1 Year On: Continuing to Support Colleagues Affected by Violence in Israel, Lebanon, and Palestine. This session provided a confidential and reflective space for members to discuss the challenges their workplaces are facing and how organisations can respond to the emotional, social, and practical needs of their teams. Below is a summary of the discussion, key insights, and actionable recommendations for fostering safe and inclusive workplaces.

Context of the discussion

The session marked one year since the 7th October 2023 attack in Israel, which was followed by escalating violence in Gaza, the West Bank and Lebanon. These events have resulted in significant loss of life, displacement, and trauma, deeply affecting people, including many colleagues in the workplace.

Organisations are now contending with complex challenges—supporting employee well-being, addressing rising discrimination, and navigating freedom of expression in ways that foster inclusive and respectful environments. Within the UK, there has been an increase in antisemitism, Islamophobia, racism, and xenophobia, further underscoring the need for proactive efforts to keep employees safe from discrimination and harassment.

Practical insights for supporting employees affected by global violence

1. Emotional impact and well-being 

Our members described the emotional toll on their teams, with employees experiencing fear, grief, and a sense of powerlessness. Members agreed that organisations must offer tools to help people look after themselves and one another during these difficult times.

2. Balancing neutrality with support 

Many organisations have adopted a non-political stance on the situation, but members noted that such neutrality can sometimes feel like a barrier to addressing emotional needs. Silence or inaction risks being misinterpreted as indifference. Members explored how organisations can balance neutrality with compassion by sharing internal messages that emphasise empathy, well-being, and support for inclusion.

3. Consistent and supportive messaging 

Participants reflected on how employees notice discrepancies in organisational responses to different global events, such as the response to the Ukraine crisis compared to the current violence in Gaza. Members highlighted the importance of consistent support and messaging to maintain trust and credibility among employees.

4. Managing expression and symbols in the workplace 

The conversation also addressed the complexities of freedom of expression, particularly regarding employees wearing symbols or badges related to Israel, Gaza, or Lebanon. These expressions can foster identity and solidarity but also create tensions. Members emphasised the importance of navigating these situations with care to ensure all staff feel safe and respected.

5. Addressing discrimination and harassment 

The rise in antisemitic, Islamophobic, and xenophobic behaviour was a significant concern. Members discussed the need for robust anti-discrimination policies and clear processes for handling incidents effectively. Providing training on recognising and addressing harassment was identified as essential for maintaining an inclusive workplace.

6. Enhancing mental health support 

Members noted that traditional mental health services, such as Employee Assistance Programmes (EAPs), are often insufficient to address trauma triggered by discussions about large-scale violence. Specialised mental health support is needed to complement existing services, ensuring employees feel properly supported during emotionally challenging times.

Providing safe, non-judgemental spaces for employees to express their thoughts and emotions helps foster empathy, understanding, and connection.

A facilitator sitting on a chair and holding a clipboard

Best practices for inclusive workplaces

1. Create listening circles

Providing safe, non-judgemental spaces for employees to express their thoughts and emotions helps foster empathy, understanding, and connection.

2. Share resources on faith and cultural understanding

Offering resources that promote understanding of different faiths and cultures helps build respect and inclusivity within the workplace.

3. Maintain and promote a faith calendar

A faith calendar that highlights important cultural and religious events ensures all employees feel recognised and valued, especially during times of heightened tension.

4. Pre-script compassionate communications

Pre-scripting public statements or internal messages ensures clarity, compassion, and alignment with inclusive values. Thoughtful communication prevents misunderstandings and fosters trust.

5. Partner with specialist organisations

Organisations can work with specialist providers to offer appropriate support for employees. Regularly reviewing services such as EAPs ensures they are prepared to address complex and sensitive challenges.

Compassionate inclusive workplaces

This event underscored the importance of equipping employees to be curious, compassionate, and connected. Organisations must take a proactive approach to address discrimination while maintaining a respectful balance between freedom of expression and well-being. Leadership plays a vital role in ensuring that organisational silence is not misinterpreted as indifference but replaced by empathetic, inclusive communication.

By promoting listening circles, sharing cultural resources, and offering tailored support, businesses can create safer, more inclusive environments. These actions will help employees feel valued and supported—no matter what global events unfold.

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Additional notes

Why have you ordered the lists in the way you have?

Where we have used lists, we have done so alphabetically.

Why does Islamophobia get a capital letter and antisemitism doesn’t?

Islamophobia is a proper noun, antisemitism (without hyphen) is a common noun

Advance Inclusion in your workplace

Lead the way to create inclusive workplaces with expert support, tailored resources, and a vibrant member community. Inclusive Employers membership gives you the tools and insights to advance inclusion and make a lasting impact.

Advance Inclusion in Your Workplace Today

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