How to Develop Workplace Policies on Antisemitism

Recent events, from the ongoing discourse surrounding alleged antisemitism at Harvard University and other elite schools to the alarming flamethrower attack in Boulder, Colo. underscore a stark reality: antisemitism is not a problem of the past, but a pervasive issue impacting communities, and workplaces today. Legal departments and human resources professionals, as guardians of workplace culture and employee well-being, must proactively and decisively address this growing concern and develop workplace policies on antisemitism. 

Antisemitism, whether subtle or overt, creates a hostile environment that erodes psychological safety for Jewish employees. It can also, by its very nature, foster and normalize other forms of bigotry, undermining the broader principles of diversity and nondiscrimination. This insidious prejudice can manifest as discriminatory remarks, social exclusion, or unfair treatment based on Jewish identity or perceived connection to Israel. Just as Harvard’s internal reports highlighted a hostile campus climate stemming from a perceived normalization of anti-Jewish sentiment, workplaces too can inadvertently normalize bias if not actively countered. The Boulder attack, targeting a group in solidarity with Israeli hostages, is a horrific reminder of how deep-seated and violent antisemitism can become, even when disguised as political dissent. 

This alarming trend further emphasizes why businesses should discourage political arguments and discourse at work, particularly when such discussions can easily devolve into expressions of hatred or discrimination.

The Impact of Antisemitism on Employees

For Jewish employees, the pervasive rise in antisemitism can lead to heightened anxiety, a feeling of needing to conceal their identity, and a profound sense of isolation. This impacts not only their personal well-being but also their productivity, engagement, and overall sense of belonging. Stereotypes, microaggressions, and a lack of understanding about Jewish identity—which encompasses not just religion but also ethnicity and culture—can leave individuals feeling profoundly unseen, undervalued, and unprotected within their professional environments. The emotional toll of constantly navigating potential prejudice can be immense, leading to burnout and a reluctance to fully participate in workplace life.

As leaders, our fundamental responsibility is to foster inclusive cultures where all employees feel genuinely safe, respected, and empowered to bring their authentic selves to work. This demands more than just a passive commitment; it requires robust action.

While the emphasis of this article is on the importance of addressing antisemitism in the workplace to protect Jewish employees, it is crucial to remember that the need for vigilance against discrimination applies to all employees, regardless of their background. Employers must ensure that their workplaces are safe and inclusive for individuals of all protected classes, including Palestinian and Islamic employees, who may face similar challenges and hate. All employees, regardless of their ethnicity, religion, or identity, deserve equal protection and respect in the workplace.

Recommendations for Policies

To effectively combat antisemitism in the workplace, legal and HR departments should consider implementing and strengthening the following policies:

• Comprehensive Anti-Discrimination and Harassment Policies: Clearly articulate that antisemitism, in all its forms, is a prohibited form of discrimination and harassment. 
• Mandatory and Ongoing Anti-Bias Training: Develop and implement regular training programs that specifically educate employees on antisemitism and other forms of discrimination and harassment. These sessions should cover historical context, contemporary manifestations, microaggressions, and the impact on Jewish individuals. Crucially, the training should address the nuances of anti-Zionism and when it crosses the line into antisemitic expressions. Incorporate bystander intervention training to empower employees to safely challenge antisemitic remarks or behaviors.
• Clear and Accessible Reporting Mechanisms: Establish multiple, confidential, and easily accessible channels for employees to report incidents of antisemitism or other forms of discrimination. At a minimum, this should include direct reporting to HR. Other options are an anonymous hotline or an ombudsman. Employees must feel confident that their concerns will be taken seriously and investigated promptly and thoroughly.
• Transparent Investigation and Remediation Processes: Outline a clear process for investigating reported incidents, ensuring fairness, impartiality, and timely resolution. Communicate the steps involved to the reporting party (while respecting the privacy of all involved) and outline the range of disciplinary actions that may be taken against perpetrators, from mandatory training to termination, depending on the severity of the offense.
• Promotion of Inclusive Language and Cultural Awareness: Encourage the use of inclusive language in all workplace communications and actively promote cultural awareness initiatives that celebrate diversity, including Jewish culture and traditions. This can help combat stereotypes. Consider establishing employee resource groups (ERGs) for Jewish employees to foster community and provide a platform for sharing experiences and concerns.
• Discouraging Politicized Discourse that Fuels Hatred: While workplaces should foster open communication, policies should discourage highly politicized discussions that can easily devolve into hate speech, discrimination, or create a hostile environment for any group. HR should provide clear guidelines on acceptable discourse, particularly concerning sensitive geopolitical issues that disproportionately impact certain communities.

By confronting antisemitism directly, educating our workforces, and fostering a truly inclusive environment through robust policies, we uphold our commitment to every employee’s well-being and productivity and contribute to a more just and equitable society. Ignoring this uncomfortable truth is no longer an option.