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Understanding Islamophobia and challenging it in the workplace
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, with a staggering,3,452 recorded hate crimes targeting Muslims in the year ending March 2023
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, the 2005 London bombings and more recently the riots across the UK. Much of that racist discourse involves using the 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.
Islam in the workplace
Islam is the second-largest religion in the United Kingdom. The 2021 Census estimated the Muslim population to be 3.9 million people, 6.5% of the total population. It is the fastest growing religion in the UK and people that practice Islam have the lowest average age of all major religious groups. Between 2001 and 2009, the Muslim population increased almost 10 times faster than the non-Muslim population.
The majority of first-generation British Muslims arrived in the UK as economic migrants and make an invaluable contribution to the economy, working in all trades, industries and professions at all levels. However, a lack of understanding and accommodation at work is an unfortunate reality for many Muslims in the UK.
Islam is a comprehensive way of life and ensuring understanding, flexibility and reasonable accommodation in your organisation will enable employees to observe their faith and improve their performance, enabling you to foster a sense of true inclusion for all staff.
How does Islamophobia show itself?
Islamophobic sentiment utilises ideas which dehumanise Muslims and create a monolithic stereotype of what is a deeply diverse faith in its cultures, beliefs, customs, and practices.
Islamophobic acts occur at both an individual and institutional level and can take many forms. This may be physical attacks against those perceived to be Muslim or the damage and desecration of mosques and Islamic centres. It can also include law enforcement profiling, discrimination in employment and denials of service. Islamophobic acts can also take the form of anti-Islam legislation and policy measures. Islamophobic rhetoric expressed by individuals and political and media institutions can include verbal harassment, intimidation and hate speech. Unfortunately, Islamophobic stereotypes, imagery and hate speech is very common on social media.
“Islamophobia is rooted in racism and is a type of racism that targets expressions of Muslimness or perceived Muslimness.”
APPG on British Muslims
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.
In the year ending March 2023, the Home Office recorded 3400 Muslim hate crimes, with Islamophobic hate crime making up 41% of religious hate crimes recorded. (source Hate crime, England and Wales, 2021 to 2022 – GOV.UK (www.gov.uk))
The impact of Islamophobia is grave: it enables fear, judgement and exclusion against Muslims. It makes Muslims the scapegoat for wider issues in society and promotes division and hatred. People within the community can feel ashamed, targeted and even suicidal due to the discrimination they face. It’s not uncommon for many Muslims to become hypervigilant, constantly scanning the environment for risks, and experiencing significant anxiety when out in public.
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 discrimination and abuse.
Islamophobia 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 it. 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.
Where does Islamophobia come from?
Many parts of society and culture contribute to Islamophobia, some key areas are:
- Media representation: Sensationalised, tabloid-style reporting, misrepresentation
- Political rhetoric: Playing on people’s emotions and exploiting their fear to actively instigate Islamophobia when it serves their own political interests
- Violent extremists: Although violent groups like ISIS target and murder more Muslims than any others, these groups continue to influence perceptions of Islam and all Muslims.
- Difficulties in challenging Islamophobia through the legal system
Incitement to Racial Hatred was covered in Section 18 of the Public Order Act 1986. An offence of incitement to racial hatred is committed when someone demonstrates verbal or physical behaviour which is threatening, abusive or insulting, and there is a likelihood that racial hatred would have been stirred up. There is thus no need to prove intent.
The Racial & Religious Hatred Act 2006 introduced a new offence of ‘Incitement to Religious Hatred’. An offence of incitement to religious hatred is only committed if a person uses threatening words or behaviour and the person intends to stir up religious hatred.
Note that the difference between the two offences is that it is not a criminal offence to be abusive or insulting towards the religion of another. For racial hatred offences, it is not necessary to prove intent, however for religious hatred offences, it is.
There is an exemption clause that says that there is nothing in this Act that “…prohibits or restricts discussion, criticism or expressions of antipathy, dislike, ridicule, insult, or abuse of particular religions, or the beliefs or practices of its adherents.”
Intent is often very difficult to prove. Therefore, this burden of ‘intent’ has impeded prospects for successful prosecution in such cases of religiously motivated hatred and as such, barely a handful of cases have been prosecuted by the CPS. Islamophobes exploit the disparity in legal protection by claiming they are not ‘anti-Muslim’ but ‘anti-Islam’. The inability to properly combat religious hatred has been a major obstacle to combatting Islamophobia.
Combating Islamophobia in the workplace
Changing attitudes and institutional practices is not easy. Like working against other forms of prejudice and racism, countering Islamophobia as a system of religious and racial animosity requires committed action and resources.
1. Inclusive policies
Ensure that your policies comply with the legislation and align with inclusion best practices. Have a clear policy and statement against Islamophobia in the workplace.
2. 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.
Consider how this is embedded into any Allyship and Active Bystander training with what you offer within your organisation.
Have specific examples in your training packs—for example, encourage hiring managers to confront any prejudice they might have in hiring someone who wears a hijab to a meeting and unpick 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
There must be 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.
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?
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Grow your team
When you become an Inclusive Employers’ Member you grow your I&D team.
Your account manager works with you to understand your goals, your challenges and achievable next steps.
Do you need more support for your inclusive culture to thrive?
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