Amidst the devastation and loss of life caused by the war between Israel and Hamas, global businessmen have they closed their offices and businesses in Israelwhile some have asked employees to work from home while the fight continues.
In the United States and elsewhere, HR professionals are also responding to fears of workplace harassment and discrimination against Jewish, Muslim, Palestinian and other workers.
Jonathan Segal, a partner at Duane Morris, received several calls from employers last week about war-related issues, he said in an interview.
Managers “can anticipate that there will be harassment or disparagement” of Israelis and Jews, as well as Muslims, Palestinians and people of other ethnicities and nationalities in the coming weeks, Segal said. “They have to respond by reacting and contacting people in the organization to take corrective action.”
How HR departments decide to respond can depend on the nature of the breach. But above all, front-line managers shouldn’t make disciplinary decisions alone, Segal said, adding, “I like the idea of going to HR.” Employers can also use this time as an opportunity to review anti-harassment policies to ensure that the issue is adequately addressed and that the employer has clearly distinguished what types of activity are and are not protected.
Since this war broke out, employers have already taken disciplinary action. Law firm Winston & Straw announced on October 10 that it had rescinded a job offer to a law student and former summer associate at the firm who posted “certain inflammatory comments” about the Hamas attacks. Another law firm, Davis Polk & Wardwell, in the same way terminated job offers on Tuesday, Reuters reported.
Federal regulators are also paying attention. In a LinkedIn post, Commissioner Andrea Lucas of the US Equal Employment Opportunity Commission said the agency “is willing to defend the rights of Jewish employees” who experience anti-Semitism at work in the midst of war. The agency also provides resources to help employers identify and address the harassment of Muslim workers.
A statement from the SHRM on October 11 HR professionals asked “to lead with civility, compassion and empathy,” and the organization resources offered to employers to navigate international crises.
Beyond compliance with federal nondiscrimination laws, Segal suggested that employers expand resources such as employee assistance programs and mental health services to affected workers and consider offering those resources if they don’t currently offer them.
Despite the circumstances, Segal said the kindness of colleagues and employers in recent days “is really quite remarkable.” Focusing on positive action and alliance can help employers’ educational efforts, he added. Employers may also consider supporting humanitarian organizations that provide aid to victims.
“At times like this, people sometimes focus on the pure evil that can be seen on social media, but I’ve also seen an incredible amount of kindness,” Segal said. “To me, there’s nothing that helps more in a difficult period than kindness, and I think that’s widespread.”
