Workplace Religious Discrimination on the Rise Due to Israel-Gaza Conflict: Reporting Discrimination
A recent study has highlighted a significant rise in workplace discrimination against Muslim and Jewish employees following the outbreak of the Israel-Gaza conflict on 7 October 2023. Read on as we set out the findings from this research, exploring the experiences of those affected. We will establish actionable steps employers can take to prevent discrimination at work and provide strategies for employees to navigate and address the incidents they may encounter.
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Rising Workplace Discrimination Amid Israel-Gaza Conflict
According to research published by Pearn Kandola, 36% of Muslim and 47% of Jewish employees claim they’ve experienced an increase in workplace discrimination after the Israel-Gaza conflict broke out.
From a Jewish perspective, respondents shared that colleagues would sometimes post antisemitic content, with online discussions leaving them feeling unsafe. Similarly, Muslim employees expressed frustration over the lack of understanding about the conflict, leading to harmful stereotypes.
Regarding the types of discrimination faced, 24% of Muslim and 39% of Jewish respondents reported experiencing religious discrimination. Upon further analysis, they indicated that the most common forms were being stereotyped or subjected to verbal harassment at work.
Shockingly, despite the prevalence of workplace discrimination, less than half of Muslim (43%) and two-thirds of Jewish (59%) employees reported it to their manager or HR. This is likely linked to the fact that only 61% of Muslim and 52% of Jewish employees feel confident reporting misconduct.
Talking on the Israel-Gaza conflict, HR Hero for Hire’s founder and CEO Shakil Butt agreed with the findings, saying, “Discrimination against both Jews and Muslims has increased…”. He explained how growing hostility towards “the other” side has led to “harmful stereotypes” and racial discrimination at work.
Tackling Workplace Misconduct: Ensuring Safety and Inclusivity for All Employees
With the Israel-Gaza conflict fueling workplace misconduct, employers must be proactive to address it and ensure their workforce feels safe. It goes without saying that any form of discrimination, including religious and race discrimination, is unlawful. Employers are legally required to take steps to prevent discrimination, and if they fail in their obligation, they may face litigation.
Steps for Employers
A good starting point to avoid legal action involves establishing clear anti-discrimination policies. These should define unacceptable behaviour and set out the repercussions for perpetrators. In light of recent events, they should also be updated to explicitly address antisemitism and Islamophobia.
Furthermore, to tackle the issue’s root causes, employers should implement cultural awareness training. Often, a lack of understanding of different cultures leads to segregation, which undermines collaboration, trust, and inclusivity within the workplace. By providing training, employers can help employees recognise the impact of their actions and encourage them to confront their unconscious biases.
However, safety starts from within. Therefore, employers must make every effort to accommodate their workforce to foster inclusivity. For Muslim and Jewish employees, this may include providing designated prayer spaces or specific food options.
Reforms must come from the top, though. If leadership stands against discrimination, this will have several effects. Not only will it give potential victims confidence that their employer stands by them, but it will also influence the workforce to think similarly.
Unfortunately, as evidenced in the aftermath of the Israel-Gaza conflict, not everyone will adhere to the rules. Because of this, it’s essential employees trust the reporting mechanisms, as without victims highlighting misconduct, employers cannot stamp it out. Creating easily accessible, confidential processes where victims feel supported is crucial to ensuring incidents don’t go unnoticed.
Finally, to ensure employers offer comprehensive support, they must look past just prevention and punishment. If an employee has suffered some form of discrimination at work, they must be taken care of. This could include counselling services to deal with any signs of trauma or regular check-ins from a manager.
Israel-Gaza Conflict: How to Report Misconduct and Protect Your Rights
Because the Israel-Gaza conflict has increased the likelihood of discrimination, more employees will probably want to report misconduct. If this is the case, those affected will need to act promptly and should consider the following steps:
- First, employees could inform their line manager of any wrongdoing. It’s advised to put this in writing to keep a record, but having an informal chat could resolve the matter swiftly. If the line manager is the guilty party, the employee should then take their complaint higher.
- If an informal approach doesn’t resolve the matter, employees could submit a formal grievance to HR. Again, this should be done in writing, but this time, the employer will be required to deal with the complaint in a legally compliant way.
- Should the situation persist even after raising a formal grievance, it may be time to seek professional advice. Consulting an employment law specialist, like a solicitor, can provide clarity on what to do next. If an employee has an eligible claim, the specialist could guide them through the legal process if they so wish.
At all stages of this process, it’s essential employees gather evidence. Documenting incidents, including dates, times, and individuals involved, is crucial. If there are any supporting documents like emails, these should be collected, too. If an employee fails to do this, it could make all the difference when seeking justice.
In the News: Religious Discrimination and Its Lasting Impact
One of the most pressing forms of workplace misconduct stemming from the Israel-Gaza conflict is religious discrimination. To underscore the challenges victims face and the potential legal ramifications for employers, we examine a case that exemplifies this issue. This highlights the critical need for clear anti-discrimination policies and effective support systems to address misconduct proactively.
In Mr Ebrima Bayo v Ministry of Defence, a former Muslim solider received an apology and undisclosed settlement after facing religious discrimination. This came after the practising Muslim told the tribunal of the misconduct he faced while deployed in Cyprus in 2017.
Mr Bayo explained how, on one occasion, he wasn’t provided hot food after breaking his fast, despite non-muslim soldiers receiving such meals. He also disclosed how colleagues would mock him when he went to pray because of his mosque attire and that he would be forced into extra gym time. The latter of these incidents, Mr Bayo claimed, was the army’s attempt to break his willpower.
Ultimately, following proceedings, the employment tribunal ruled in Mr Bayo’s favour. The Ministry of Defence subsequently apologised for the “anti-Islamic bias, both conscious and unconscious within the unit” and said Mr Bayo was an “excellent” soldier.
Claim with Redmans Solicitors
We hope this article concerning discrimination arising from the Israel-Gaza conflict has answered your queries. If you have any further questions or believe you’ve faced similar misconduct, please don’t hesitate to get in touch. As employment law specialists, Redmans Solicitors can answer your questions and provide expert advice.
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- Phone 020 3397 3603
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