The last few days have consisted of a whirlwind of emotions due to the terrible events occurring in the UK currently. No one should be subject to being treated less favourably because of their ethnicity.
There is so much that could be said about the current situation, however, I want to focus on organisations understanding the impact for their ethnic staff and how best they can support them.
Societal discrimination can profoundly impact individuals’ professional and personal lives. Its pervasive nature means that no sector is immune; workplaces often reflect the broader prejudices and systemic inequalities present in society. Organisations have a responsibility to recognise these influences and take proactive steps to support affected staff.
The Impact of Societal discrimination on race and religion
The impact of racism and discrimination on religion on those affected is intense and multifaceted, affecting various aspects of their lives. Here are some key dimensions:
Emotional and Psychological Impact
Exposure to such discrimination can lead to feelings of anger and helplessness and potential struggles with one’s identity and questioning their place in society. Victims often experience anxiety, depression, and stress. These experiences can lead to low self-esteem and feelings of worthlessness. In repeated instances, it can result in trauma or PTSD. This is particularly true for violent or highly discriminatory events which we have seen over the last few days.
Physical Health
The stress from such discrimination can contribute to chronic health conditions such as hypertension, heart disease, and weakened immune systems especially when travelling in locations with high levels of racist and islamophobia action.
Social Impact
Staff impacted may feel isolated from society, leading to strained relationships with colleagues, friends and family. Victims may avoid certain places or situations where they anticipate racist treatment. Individuals may have difficulties trusting people, especially those outside their racial or ethnic group.
It’s important to recognise these impacts are interconnected and can cumulatively harm the victim’s life in deeply rooted ways. Addressing racism requires comprehensive efforts, from individual support to systemic change. That is where organisations need to step in. By addressing the effects of societal racism and islamophobia proactively and supporting affected staff effectively, organisations can not only foster a more inclusive and equitable work environment but also enhance overall productivity and employee satisfaction. Ways to do this include:
Mental Health and Well-being
Staff mental health and well-being MUST be a priority for any staff facing discrimination. Proactive organisations should ensure that they have effective frameworks in place to support affected staff. This can include creating specific guidance on key health and well-being initiatives such as mental health first aiders, EAP well-being benefits etc.
Leadership Commitment
Leaders should embody the principles of inclusivity, demonstrating a commitment to diversity through their actions and decisions. It is a priority for leaders to stand accountable for specific measures taken to support their diverse staff during this time. Actively having clear whole organisational communications, meeting with groups of staff to genuinely show support and Allyship and taking necessary steps to address any internal issues that may arise due to the current situation are just a few steps leaders must be willing to take to embrace and empower anti-racist practices.
A workplace that fails to address racism and islamophobia can foster a hostile environment, leading to a lack of trust, low morale, and increased turnover among affected employees in the long run.
Support Systems
Organisations should encourage open dialogue about racial issues and provide safe spaces for employees to express their concerns without fear of retaliation. Employee Resource Groups (ERGs) can be used as a support network where employees can share experiences, support one another through the current societal issues, and collaborate on initiatives that promote inclusivity.
Overall, organisations need to continuously assess the effectiveness of how they are addressing the current societal racism and islamophobia and be agile in making necessary changes to improve the workplace environment.