Key Areas Corporate Managers Must Address Amid Escalating Middle East Conflict to Mitigate Bias and Discrimination

By Maha Elgenaidi, Founder and Executive Director (Bio)

October 2, 2024

Based on employee complaints from the past year, I am writing to offer guidance ahead of the upcoming commemorations of the October 7th Hamas attack and in light of the ongoing violence in the Middle East. Just last night, Palestinian officials reported that dozens were killed in an Israeli operation in southern Gaza. This occurred on the same day that Iranian missiles were launched at Israel, following Israeli military operations in Lebanon, which have resulted in nearly 1000 deaths and displaced 1 million Lebanese, and Hezbollah missile strikes, which have displaced over 60,000 Israelis. In response to last year’s Hamas attack, which killed more than 1,200 Israelis, Israeli retaliatory strikes in Gaza have claimed over 40,000 Palestinian lives, leaving the remaining 2 million residents at severe risk of hunger and disease.

These tragic events are the latest in a long and painful history of conflict, dating back to 1948, between the leaders of Israelis, Palestinians, and their allies.

When and how will this cycle of violence and hatred come to an end? We can only hope it will happen within our lifetime. Achieving peace will require impartial and compassionate mediators who can unite all parties in pursuit of a just resolution. Despite their differences, the people of the Middle East—of all backgrounds and faiths—share far more in common in their heritage and values than is often recognized. In some ways, it is perhaps this very closeness that has intensified the conflict, much like the way disagreements between siblings can feel more heated than those between distant acquaintances.

Until calm and peace are achieved, the escalating violence is affecting ordinary Americans in two significant ways:

1. It directly impacts Americans of Palestinian, Israeli, Muslim, Jewish, and Arab backgrounds, along with their relatives and friends. Many may have family members or friends who have been killed, injured, displaced, or are still caught in the conflicts in Gaza, Israel, or Lebanon.
2. It challenges how we treat members of those communities in the coming days, weeks, and months. Since October 7th, these communities have faced a surge in hate incidents and crimes fueled by Islamophobia, antisemitism, anti-Palestinian racism, and anti-Israel sentiments. The Council on American-Islamic Relations (CAIR) reported a 56% increase in Islamophobic incidents (8,061) between January and December of 2023 compared to the same period in 2022. And the Anti-Defamation League (ADL) reported a 140% rise in antisemitic incidents (8,873) over the same period. These hateful actions are not limited to the streets but are also happening in workplaces, schools, and on college campuses, where individuals are being blamed for the actions of Hamas, Israel, and other parties, and assumptions about a person’s political views often fuel prejudice and racism.

To mitigate harassment, bias, and discrimination, here are best practices for corporate managers in areas that have led to employee complaints over the past year:

1. Prioritize the care and safety of all impacted employees:

• Regardless of your personal views on the conflict or any political opinions you may have gathered from employees, refrain from holding anyone responsible for the actions of the leaders of Iran, Israel, Hezbollah, or Hamas. It’s crucial to separate individuals, ordinary people from the geopolitical actions of these entities.
• Check in with employees to see how they are coping and offer support where needed.
• Acknowledge the grief of those affected and allow them to take PTO if necessary. Provide safe spaces and access to counseling services for employees feeling sad or overwhelmed.

2. Respond promptly and thoughtfully when employees bring complaints about harassment, bias, or a hostile environment. Acknowledge their concerns and reassure them that their issues will be taken seriously. This builds trust and accountability.

• Gather facts by interviewing relevant parties and reviewing any documentation. Ensure fairness by keeping the process free of bias and consider an external investigator if necessary.
• Provide regular updates throughout the investigation to reassure employees that the matter is being addressed.
• Address the problem, whether it requires training, coaching, or more systemic changes like revising policies or improving workplace culture.
• Provide targeted training for those involved and consider organization-wide training to reinforce policies on workplace behavior, diversity, and inclusion.
• After resolving the complaint, follow up to ensure the behavior doesn’t persist and that the work environment improves. Encourage employees to report further issues without fear of retaliation.
• Foster an open environment where employees feel safe reporting concerns. Managers should regularly communicate the company’s zero-tolerance policy and lead by example by promoting respect and inclusion.

3. Set clear guidelines for company communication channels:

• Establish clear policies that promote respectful conversations and discourage aggressive debates on political issues, which can lead to harassment and discrimination. Provide suggestions such as:
  • Avoid starting conversations with demands for condemnation. Instead of assuming support for a group’s or country’s actions, ask open-ended questions like, “How do you feel about this situation?”.
  • Encourage listening to understand different perspectives rather than to argue. Healthy dialogue acknowledges diverse opinions without attacking people for conflicting views.
• Have trained moderators or HR personnel monitor discussions to ensure that conversations remain professional and inclusive.
• Encourage the use of non-polarizing language when discussing sensitive topics to maintain a positive workplace culture.
• Hold employees accountable when they violate these policies.

(For those wishing to engage in dialogue about the crises in the Middle East, I provided guidance on effective approaches here, which I wrote after a speaking engagement that wasn’t well-managed by the requesters.)

4. Provide guidelines for wearing or displaying political symbols at work:

• Implement a policy that discourages the display of overtly political symbols in both physical and virtual workplaces to foster a neutral, inclusive, and harmonious environment.
• While employees have the right to express their views in their personal lives or on private social media, encourage them to avoid hateful expressions, disparaging colleagues, or perpetuating bigotry and stereotypes that could affect workplace relationships.
  • Supporting a ceasefire or humanitarian aid for Palestinians and Lebanese doesn’t necessarily imply support for Hamas or Hezbollah, just as supporting Israel doesn’t necessarily imply support for Israeli military actions.
  • If an employee finds something inappropriate on social media, and the relationship allows, it’s helpful to have a conversation to understand the context and explain how the comment was perceived. However, this may not always be appropriate or effective, but it can help avoid premature judgments when possible.
• Recognize that perspectives on what is political versus cultural can vary. Use this as an opportunity to build understanding through listening sessions with employees to clarify the meaning behind symbols, such as the Palestinian keffiyeh or Palestinian and Israeli flags.

5. Write company statements and commemorations that are inclusive:

Last year, the lack of clarity and balance in statements regarding the Hamas attack led to significant distress among employees. In light of everything that has transpired since then, I encourage you to reflect on the following:

• Frame statements or commemorations around the company’s core values—such as diversity, equity, and inclusion—rather than specific political affiliations or ideologies.
• Involve diverse voices in decisions to issue statements, especially when they affect different groups within the company, like the ongoing conflicts in the Middle East.
• Be consistent in when and how the company addresses political issues to avoid alienating certain groups or appearing performative.

*Below is a sample statement commemorating October 7th that acknowledges not only the impact of the Hamas attack on Jewish Americans but also the effects its aftermath has had on Palestinians and other affected groups.

6. Incorporate education about Islamophobia, antisemitism, and related forms of bigotry into DEI efforts and policies:

• Educate employees about Islamophobia, anti-Arab racism, antisemitism, and the identities of Muslim, Arab, and Jewish communities as part of the company’s inclusion work.  We offer training on all forms at bigotry at www.ing.org, and especially on Islamophobia and antisemitism at Combatting Islamophobia and Antisemitism.
• Reassure at-risk groups of the company’s support and anti-harassment policies.
• Clarify reporting mechanisms and accountability procedures for incidents of bias and bullying, even those that don’t rise to the legal level of discrimination.
• Consult affinity groups within the company for workplace considerations.

These guidelines will help foster a workplace environment where employees feel respected and included while balancing personal expression with professional decorum.

*Sample Corporate Statement Acknowledging the Anniversary of the October 7, 2023, Hamas Attack, Reflecting on the Events Since, and Promoting Inclusivity

As we mark the one-year anniversary of the devastating Hamas attack on October 7, 2023, we pause to honor the memory of the many lives lost and the profound impact this tragedy has had on families and communities. We unequivocally condemn acts of violence and terrorism, and we stand in solidarity with all who have been affected, including Israelis still being held hostage and their families.

At the same time, we recognize that the background and aftermath of this event has brought immense pain to many others. In the wake of Israel’s military response, countless innocent Palestinian civilians have also been killed and suffered greatly. As we reflect on this anniversary, we acknowledge the deep trauma experienced by Palestinians, Arabs, and Muslims around the world, many of whom have felt the effects of this conflict in their daily lives, including on their safety and sense of belonging.

Our hearts are with all communities—Israeli, Palestinian, Arab, Muslim, Jewish, Christian and Druze—who have endured unimaginable loss, displacement, and fear. We believe that recognizing the humanity in all people, regardless of background, is essential to fostering a more compassionate and just world.

As an organization, we reaffirm our commitment to creating spaces where empathy, dialogue, and understanding prevail over division and fear. We stand by the values of inclusion and dignity for all, knowing that a path to peace and justice requires the courage to see the shared humanity in one another, even amid pain and conflict.

Today, we call for continued efforts toward reconciliation, healing, and peace, and we extend our deepest sympathies to all those affected by violence in the Middle East region and around the world.