This is Great Britain
The recent riots represent the worst of our common humanity, highlighting the pervasive issues of racism, Islamophobia, and xenophobia in our society and workplaces. However, they also showcase our shared humanity at its best, as communities have united to counter the hate. We must not forget that the good outnumbers the hate. Sometimes, all you hear about is hate. But this world has so much more love than you can imagine.
I know there are many of us who are not okay but pretending that all is okay because we are genuinely shaken. I also know how painful it is to share your fears because you don’t want to give in to them. It is also comforting to know that so many people out there are rejecting divisive hate.
The riots we are seeing in our streets are not a new phenomenon. Historically, immigration has significantly shaped the UK, with immigrants contributing to every aspect of our community, from providing care for the elderly, excelling in academia, strengthening our NHS, and enriching our sports and culture. Immigrants did not come here empty-handed; they brought skills, culture, and economic benefits. For example, ethnic minority businesses contribute over £70 billion annually to the UK economy, according to the Centre for Research in Ethnic Minority Entrepreneurship (CREME).
I believe that those who are fighting against immigrants should instead be fighting for more jobs, more housing, and more investment in our National health service (NHS). The world is changing, and we are in it, and we can’t go back to the 70s. Reflecting on our history, the race riots of the 1970s and 80s taught us valuable lessons.
These periods of unrest were marked by similar widespread violence, aided by systemic racism, social and economic inequities, and a lack of political representation for minority communities. Again, love won. During that time, people of all faiths and colours came together to defeat the arrogance of racism. What has persisted throughout is the love for one another.
The media and various digital platforms play a significant role in shaping public perception and consciousness. Over time, we’ve seen excessive rhetoric and dehumanising language plastered on campaign buses and in media reports. Terms like “cockroaches” used to describe groups of people are not just harmful—they dehumanise entire communities and breed the hate we see in some of our streets today.
This dehumanisation has been brewing in the background, creating an environment where prejudice and racism can flourish. For those in positions of influence, it’s important to recognise the power of your words and language—and your silence. If you haven’t yet acknowledged the current situation, it’s time to ask yourself why. Inaction can be seen as complicity. It is important to show where you stand.
So, what can employers do to support employees during such challenging times?
First, it is important to address the fear and anxiety many of your minority employees might be feeling. Avoid minimising their experiences with dismissive language or attempting to find a "silver lining." Statements like "at least you are still safe," "at least it's not happening here yet," or "it’s just a few people" can feel insensitive and dismissive. Instead, acknowledge their emotions and validate their experiences. It’s a basic yet powerful step.
Allyship – As an employer, recognise your privilege. If you are not targeted because of your skin color, use that privilege to support and protect those who are vulnerable. Being an ally isn't just about convenient moments; it's about standing up when it's needed most. Your employees will remember who stood by them during these tough times.
Space – Create safe spaces where employees can take time out to reflect and process their emotions. This might be a physical space in the workplace or a virtual support group. A place where they can share their experiences and receive support is essential.
Be Courageous – If you're unsure how to support your employees, educate yourself. Doing nothing out of fear of getting it wrong is no longer acceptable. The worst action is inaction. Regular check-ins with your employees can give you valuable insight into their needs and concerns and help you better understand how to support them.
Empathy – Resist engaging in the "Olympics of the Oppressed" or comparative suffering. Comparing the experiences of different marginalised groups or other events diminishes their unique struggles. Focus on addressing the specific issues at hand without diminishing anyone's pain.
Be Anti-Racist – There’s a big difference between being “not racist” and being actively anti-racist. Now is the time to reflect on your organisation's practices regarding equality, diversity, and inclusion. Have you been doing enough? Avoid selfcongratulation. Instead, seek feedback from marginalised employees on how they experience the workplace. Their experiences matter most and can inform any future efforts. If your organisation lacks an anti-racist policy, it's time to develop one. Show zero tolerance for racism and any form of discrimination. Be transparent about the steps you're taking to address these issues. Share data on how many cases of racial discrimination you have successfully dealt with and what measures you've implemented to prevent future occurrences.
Be Vigilant – Be mindful that the riots are widespread and could involve your own employees. This environment may embolden those harbouring racist sentiments to be more overt. Stay vigilant and address any instances of racism or discrimination swiftly and decisively. Make it clear that such behaviour will not be tolerated and that the safety and well-being of all employees are paramount.
Misinformation – Ensure your employees are aware of your organisation's policies regarding online conduct and digital communications. In times of widespread unrest, misinformation can spread quickly and worsen tensions. Clarify what is acceptable online behaviour and the consequences of breaking those policies. Encourage employees to verify information before sharing and provide resources to help identify credible sources. Do not share the haters' hate.
Offer Support – Some of your minority employees may be scared for themselves and their families. It’s crucial to acknowledge this fear and offer concrete support. This might include flexible working arrangements, additional mental health resources, or simply a listening ear.
Supporting employees during times of unrest requires care, thoughtfulness, courage, and an empathetic approach. Acknowledge the experiences of those affected, recognise your privilege, provide safe spaces, educate yourself, avoid comparisons, reflect on your practices, develop anti-racist policies, clarify digital policies, and monitor internal issues.
From the author_________________________________________________
The recent events have brought the issues of racism, Islamophobia, and xenophobia to the forefront. While the riots highlight the worst of our common humanity, they also show the best of humanity, as communities stand united against hate. As Nelson Mandela wisely said, "Love comes more naturally to the human heart than its opposite." Sometimes, all you hear about is hate. But there's so much more love in this world than you can imagine.
"Love comes more naturally to the human heart than its opposite."
~ Nelson Mandela
Irene Mosota
MSc, Chartered FCIPD FRSA
+44 7 867 843 063
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