Stop Antisemitism in the Workplace

This May is Jewish American Heritage Month, a time traditionally set aside to celebrate Jewish American achievements and contributions to our nation. Since its national recognition in 2006, this month has been a positive reflection on the rich cultural heritage of Jewish Americans. However, this year feels markedly different. Jewish Americans are facing an alarming rise in antisemitism, mirroring the increasing discrimination reported by various religious groups. This surge presents a significant challenge for organizations and HR leaders: the need to recognize, understand, and effectively address the moral and legal issues that antisemitism creates in the workplace. Continue reading to learn about how to stop antisemitism in the workplace.

Understanding Antisemitism in the Workplace

Antisemitism Defined

Antisemitism, as defined by the Anti-Defamation League (ADL), is “the marginalization and oppression of people who are Jewish, based on stereotypes, myths, and disinformation about Jewish people, Judaism, and Israel.” The ADL also emphasizes that antisemitism often targets Jews as a collective group, affecting Jewish organizations, movements like Zionism, or even the Jewish State of Israel.

Rising Incidents of Antisemitism Nationally

Recent data from the ADL reveals a troubling increase in antisemitic incidents across the U.S.:

388% increase in antisemitic incidents between October 7 and October 23, 2022, compared to the same period in 2021.
36% increase in overall antisemitic incidents, marking the highest number on record since 1979.
29% rise in verbal or written harassment using antisemitic slurs, stereotypes, or conspiracy theories.
51% increase in acts of vandalism with antisemitic intent.
37% surge in the use of swastikas in antisemitic vandalism.

These statistics are not just numbers—they represent the real experiences of individuals, including those within our workplaces. A recent survey highlighted that:

54% of Jewish Americans have experienced or witnessed an antisemitic incident in the past five years.
49% have heard antisemitic comments, slurs, or threats directed at others.
21% have personally been the target of antisemitic remarks.
22% have reported antisemitic vandalism against Jewish institutions with which they are affiliated.

Antisemitism at Work

When considering antisemitism in the workplace, many might think of offensive remarks or actions on the job. However, the issue can be more pervasive. A recent survey of U.S. hiring managers and recruiters revealed disturbing attitudes toward Jewish employees:

37% acknowledged that antisemitism is common or very common in their workplace.
21% admitted to viewing Jewish applicants negatively.
26% are less likely to advance Jewish candidates in the hiring process.
23% expressed a preference for fewer Jewish employees in their industry.
12% reported being instructed by leadership not to hire Jewish individuals.

These biases are rooted in harmful stereotypes, with hiring managers citing unfounded beliefs about Jewish Americans having “too much wealth,” “too much power and control,” or being “greedy.” Such attitudes, especially from those in key decision-making positions, undermine organizational values and contribute to a discriminatory work environment. Stop antisemitism by changing these attitudes.

Antisemitism and the Law

Religious Discrimination

Antisemitism is not only morally wrong but also legally prohibited as a form of religious discrimination. Both federal and state laws protect individuals from discrimination based on religion. The Equal Employment Opportunity Commission (EEOC) recently reinforced this stance with a unanimous resolution condemning violence, harassment, and bias against Jews.

Understanding Religious Discrimination

Religious discrimination involves treating an applicant or employee unfavorably because of their religious beliefs. Federal law protects individuals from discrimination based on their association with traditional religions like Judaism, Christianity, Islam, and others, as well as those with sincerely held ethical or moral beliefs.

This protection extends to all aspects of employment, including hiring, firing, pay, job assignments, promotions, and more. Harassment based on religion is also illegal when it creates a hostile work environment or leads to adverse employment decisions.

Workplace Segregation and Reasonable Accommodation

Title VII of the Civil Rights Act prohibits job segregation based on religion and requires employers to make reasonable accommodations for religious practices unless it causes undue hardship on the business.

Invest in Workplace Discrimination Training to Combat Antisemitism

Address Antisemitism Head On

Traditional harassment and discrimination training often include religious discrimination, but the rising tide of antisemitism demands more focused attention. Now is the time to reinforce your organization’s commitment to stop antisemitism with robust workplace discrimination training that explicitly addresses religious discrimination.

Broaden Your Training Approach

Covering the basics is essential, but organizations must go further. Antisemitism is not just a legal issue; it’s a values and skills issue. Equip your managers and employees with the guidance and tools they need to create an inclusive workplace where antisemitism and other forms of discrimination cannot thrive. Consider expanding your training programs to include:

DEI Training: Emphasizing empathy and practical teamwork skills.
Hiring Skills Training: Educating hiring managers on legal and ethical hiring practices.
EEO Training: Clarifying your organization’s hiring and equal employment policies.
Conflict Resolution Training: Teaching strategies for de-escalating workplace conflicts.
Bystander Training: Empowering employees to intervene when they witness misconduct.

Utilize Microlessons for Effective Training

Microlessons are a powerful tool in discrimination training. These short, focused lessons can effectively address specific incidents, reinforce your organization’s policies, and promote a culture of inclusivity. Emtrain offers a wide range of discrimination training microlessons, including topics like:

Stopping Antisemitism
Empathy for Communities Affected by Conflict
Identifying Microaggressions and Stereotypes
De-escalating Conflicts
Combating Islamophobia

Other Key Steps to Stop Antisemitism in the Workplace

Clear Leadership Communication

Leadership plays a crucial role in shaping workplace culture. Leaders must acknowledge the rise in antisemitism, affirm that their workplace is inclusive, and clearly state that antisemitism will not be tolerated. They should also champion diversity, equity, and inclusion (DEI) initiatives and require workplace discrimination training.

Enforce Clear Policies Against Antisemitism and Religious Discrimination

Organizations should have clear, comprehensive EEO policies that emphasize respect, prohibit harassment and discrimination, and specifically address antisemitism.

Promote a Speak-Up Culture

Encourage all employees to take a stand against antisemitism by speaking up, reporting incidents, and supporting their Jewish colleagues.

Respond Swiftly to Complaints

To effectively combat antisemitism, employers must take complaints seriously, promptly investigate incidents, and hold violators accountable.

Final Thoughts

Avoiding discussions about religion or politics at work is often advised, but the reality is that these conversations are happening. Organizational leaders cannot ignore the rise in antisemitism. If your organization has experienced incidents, address them. If not, take proactive steps to prevent future problems and stop antisemitism.

Invest in workplace discrimination training that not only covers legal requirements but also fosters a culture of respect and inclusion, where antisemitism and all forms of discrimination are firmly rejected.