Antisemitism in the Workplace: Recognising, Addressing and Preventing Discrimination
The workplace should be a space where you can show up, do your job, and be treated with respect, without interference, fear or prejudice. But for many Jewish employees, that’s not always the reality. Whether it’s subtle digs, exclusion or systemic bias, antisemitism in the workplace is real — and it’s more common than many think. It can be difficult to name and even harder to challenge. But the emotional toll is real, and lasting. It undermines not just the individual affected, but the culture of inclusion every workplace should be striving to build.
This guide is here to support employees, allies and organisations in creating safe, respectful and genuinely inclusive workplaces — places where Jewish staff feel seen, heard and valued.
Understanding Antisemitism in Professional Settings
In a professional environment, antisemitism can take many forms – from offhand jokes, casual remarks, to ingrained assumptions to exclusionary policies that leave Jewish employees feeling dismissed or judged. It isn’t always overt. Sometimes it’s a throwaway line or workplace norm that excludes without intent. But over time, even subtle behaviours can create a culture where Jewish people feel unwelcome or unsafe.
Even more concerning are systemic oversights. When processes or expectations don’t account for Jewish observances or lived experiences, this kind of structural bias makes it harder for Jewish employees to fully participate or thrive.
Antisemitism in the workplace may look like:
- Coded Language and Stereotypes: Offhand remarks about Shabbat, Jewish holidays, Kosher food, finances, or Israel that reinforce or point to harmful stereotypes.
- Microaggressions: Comments like “You don’t look Jewish,” or assumptions about Jewish beliefs. Subtle digs disguised as humour, such as offensive jokes about kosher food or customs.
- Exclusion and Systemic Biases: Meetings or social activities scheduled during Jewish holidays, or neglecting to accommodate dietary restrictions during events. Policies and practices that don’t consider Jewish observances and create barriers to participation or advancement.
- Triggering Materials: Inappropriate content in workplace materials, such as memes, jokes or other media that perpetuate harmful stereotypes. Wearing clothing or putting up signs or stickers that intimidate Jewish staff, or using the workplace to promote events that are antisemitic.
- Feeling Intimidated to Express Jewish Identity: Feeling pressure to hide your Jewish identity or avoid religious attire like a kippah or Magen David, for fear of discrimination or hostility.
Spotting discrimination is always the first step. Everyone has a role to play.
The Impact of Antisemitism in the Workplace
Antisemitism can take a deep and lasting toll for Jewish employees; beyond their professional life, it can impact their sense of identity, confidence and belonging. It can cause stress, anxiety, fear and a feeling of isolation that follows people home at the end of the day. For many, it creates a quiet pressure to hide parts of who they are, which over time can erode self-worth and make them feel they no longer belong.
Professionally, it can also limit growth and opportunity. And the effects don’t stop there. When discrimination is left unaddressed, entire teams suffer. Trust breaks down, morale drops, and a culture of care and fairness can start to unravel. Eventually, the whole organisation’s commitment to diversity and inclusion comes into question.
Creating an inclusive environment isn’t just something to check off a list. It’s the foundation of a thriving, connected workplace. And it’s backed by law. Many of the behaviours listed above are not only harmful — they’re unlawful.
What Steps Can Jewish Employees Take?
Being the target of discrimination is isolating and frightening. But it’s important to remember you’re not alone, and you are not powerless. If you are experiencing or witness antisemitism at your workplace, take action to protect yourself and your wellbeing:
- Document Incidents: Keep a record of what happened, when and where. Include specific details about the interaction or when you started noticing policies that felt discriminatory.
- Report Concerns: Speak to a trusted manager or HR professional. Every organisation should have processes in place to handle these issues confidentially and respectfully.
- Seek Support: Reach out to Jewish advocacy groups or resources like Jewish House for emotional and professional guidance. Speaking with a Rabbi or pastoral team can offer strength, clarity and support during difficult times.
- Know Your Rights: Get to know your workplace’s policies and the anti-discrimination laws in your state or territory so you understand what protections are available to you.
- Escalate If Necessary: If your concerns are not being addressed, report incidents to external authorities such as the Fair Work Ombudsman, Community Security Group (CSG), your state or territory’s Board of Deputies, or the police.
How Can Allies Support Jewish Colleagues?
Workplace antisemitism often flies under the radar, but its presence, whether subtle or overt, can have a significant impact on Jewish employees. Allies play a key role in shaping an inclusive and respectful culture. If you witness or suspect antisemitism, here’s how you can help:
- Speak Up: If you witness antisemitic behaviour or remarks, call it out respectfully and directly. Silence can be perceived as acceptance.
- Educate Yourself: Learn about Jewish traditions, history and the challenges Jewish colleagues may face. This understanding helps you notice and respond to exclusion when it arises. You can explore more on the Jewish House chaplaincy portal.
- Show Solidarity: Advocate for inclusive workplace policies and support the acknowledgement of Jewish holidays. Even small acts – like recognising Yom Kippur – can be incredibly meaningful.
- Be a Listener: A compassionate conversation can go a long way. Let your colleague know they’re not alone and that you’re available to listen.
The Role of HR in Fostering Inclusion
HR teams help shape the culture of every workplace. Their actions, and inaction set the tone for what is tolerated and what is actively rejected. Creating a respectful, welcoming environment for all employees takes clarity, care and consistency:
Implement Strong Policies: Ensure clear, zero-tolerance policies for discrimination are in place and clearly communicated to all employees.
Provide Education: Offer training and workshops on Judaism, antisemitism, unconscious bias and inclusive practices.
Handle Complaints Fairly: Create processes for reporting discrimination that are transparent, confidential and free from retaliation.
Engage with Experts: Partner with Jewish organisations or community leaders to deepen understanding and strengthen internal practices. If you need help identifying local organisations, reach out to Jewish House or your local synagogue.
How Workplaces Can Better Educate Staff
Education is one of the most effective ways to reduce and prevent antisemitism. It helps challenge stereotypes, encourages inclusion and gives people the confidence to act when they see something wrong. Here are some steps workplaces can take:
- Host Expert Workshops: Invite guest speakers to discuss antisemitism and share strategies for inclusive practice. Ask Jewish employees if they would like to help lead or contribute to sessions on Jewish holidays or culture, if they’re comfortable doing so.
- Celebrate Jewish Culture: Include Jewish holidays in workplace calendars and acknowledge the contributions of Jewish staff and community figures.
- Open Up Dialogues: Create safe spaces where people can share experiences and ask questions without judgment. Listening and learning should be part of workplace culture.
- Partner with Local Communities: Collaborate with synagogues or Jewish advocacy organisations to bring in resources and education.
Creating Workplaces That Belong to Everyone
Antisemitism in the workplace is not just a Jewish issue — it’s a workplace issue. It affects trust, fairness and the integrity of the culture your organisation is trying to build. Preventing antisemitism isn’t about meeting a quota or ticking a box. It’s about creating a workplace where everyone can show up as themselves and feel safe, valued and supported.
Every workplace can be a place where respect, empathy and equity are more than just words.
That starts with awareness. It continues with action. And it’s built, day by day, by all of us.