What is Islamophobia and how to combat it

Trigger warning: this article talks about discrimination and provides examples which some readers may find triggering. Reader discretion is advised.

“You don’t belong here”, “Go back to your country”, “Someone call the police – we’ve got a terrorist in the building” 

How would feel if someone said this to you? 

Angry, hurt, like you didn’t belong? 

These are words of pain, hatred targeted at people on the basis of appearance and identity. A form of racism that enables people to control the narrative against Muslims.

What is Islamophobia?

 “Islamophobia is a prejudice, aversion, hostility, or hatred towards Muslims and encompasses any distinction, exclusion, restriction, discrimination, or preference against Muslims that has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing, of human rights and fundamental freedoms in the political, economic, social, cultural or any other field of public life.” – MEND, 2022  

Shocking numbers show that more than 45% of religious hate crimes recorded by police nationwide in 2020-21 were Islamophobic in nature, according to research for the House of Commons as reported by Raconteur.

Unfortunately, these horrible examples of verbal and physical violence are not only experienced by many in their day-to-day, but also in the workplace. 

Much of the Islamophobia seen in the Western world has been exacerbated by the Islamophobic discourse seen in the media and conversations following harrowing events such as 9/11 in New York, and the 2005 London bombings. Much of that racist discourse involved (and still does) using terms ‘Muslim’ and ‘extremist’ interchangeably. 

Let’s make the point that an extremist can be part of any religion, as religious extremism is defined is any behaviour outside what is generally accepted within a religion. And yet, that word is rarely used outside the context of conversations about Islam, and rarely associated with terror attacks committed by white people – which helps perpetuate racist myths and stereotypes.

The impact of Islamophobia  

“Islamophobia is very common in the UK. In a survey carried out by the Equality and Human Rights Commission in 2018, 70 per cent of people of the Muslim faith said they had experienced religion-based prejudice in the preceding year. For the year ending March 2020, Home Office data shows that half of all recorded religious hate crime offences were targeted against people of the Muslim faith” Maria Strauss, Tabitha Juster – Islamophobia in the workplace, Farrer & Co.  

The impact of Islamophobia is grave: it enables fear, judgement and exclusion against Muslims. People within the community can feel ashamed, targeted and even suicidal due to the discrimination they face. Many Muslim people have mentioned that they have increased fear and are worried when entering places due to the fear that people will be hostile because of their identity in Islam. Faith and religion is an important factor for many people, and an integral part of their identity. Consequently, the fact that people can have such hatred towards one’s religion can mean that have hatred for one’s identity.  

In addition to Muslims, those who share characteristics that have been racialised as “Muslim” – whether it be language, clothing, or skin colour – are also affected by Islamophobia. This means that Sikhs, Christian Arabs, and Hindu Indians can also be affected by anti-Muslim animus.

As we explored, this is also a workplace issue, and it is reassuring to see more and more organisations wanting to ensure they can create an inclusive environment to ensure Muslims are supported and protected from Islamophobia. This is not just the right thing to do, it is also a legal duty as Faith & Religion are protected characteristics under the Equality Act 2010.

Tips for combatting Islamophobia in the workplace

1. Focus on educating your staff 

Ensuring that adequate tools and resources are put together to prevent Islamophobia and how to be an ally are within reach. Having these tools will enable understanding, knowledge and perception into what Muslims go through because of Islamophobia. Also provide training an information to help dispel myths, stereotypes and misconceptions.

Allyship and Active Bystander training will show staff members how to step in and speak up within Islamophobic scenarios and ensure people are supported. 

2. Addressing and mitigating unconscious bias 

To ensure that Islamophobia is eradicated staff must go through unconscious bias training to have an awareness of what biases they may have. This can be seen from hiring staff members as well as who you choose to have lunch with.

Have specific examples in your training packs – for example, encouraging hiring managers to confront any prejudice they would have in hiring someone who wears a hijab to a meeting, and unpicking why that could be.

3. Top-down commitment  

We learn, understand and act by example. If staff members at all levels can see one person within their team leading by example, other people are more likely to follow and embrace this.

Top-down commitment is the key to seeing change. Are leaders speaking out against islamophobia in the workplace? Are they showing commitment to their Muslim employees by providing safe spaces and prayer facilities or supporting employees during important dates such as Ramadan? 

And finally, do Muslim colleagues see themselves represented at higher levels in the organisation?

4. Holding people accountable

It is essential that there are consequences for those who overstep the mark or display racist, xenophobic or any other discriminatory behaviour toward Muslim colleagues in the workplace. Ensure that this is explicitly mentioned in your policies and that people know where to go to make complaints and find support.  

5. Collaborative staff networks 

Staff networks can help promote a genuinely inclusive environment in your organisation. They show that regardless of your background and what you might identify as there is acceptance within the workplace.

Consider if Muslim colleagues feel represented in networks and if there is additional support that networks need to help them better understand and support Muslim colleagues in the workplace.

If you have a Faith network, consider how they can play a part in the education of colleagues.

6. Muslim visibility and celebration

And finally, nothing is more powerful to dismantle prejudice than actually getting to know people as individuals instead of boxing people into groups.

Consider if there is enough Muslim visibility in your organisation. Are people allowed to have a voice? Do they feel comfortable sharing their stories? Are there forums for them to do that? Do they feel safe to speak out? Do they feel acknowledged and celebrated?

Would you like additional information and support? Members can contact their account manager or access our Islamophobia factsheet in the Member’s Area.

If you’re not yet a member, please get in touch to find out how we can support you through consultancy and training.