A survey of more than 1,000 Jewish employees shows workplace diversity, equity, and inclusion (DEI) initiatives are not effectively tackling antisemitism. The research, conducted by consultancy Pearn Kandola, found that 70% avoided reporting antisemitic incidents at work because they feared their concerns would not be taken seriously. At the same time, only 15.9% felt secure raising these issues, even though 83% believed their organization’s DEI function was actively addressing racism and discrimination in general.
The report, titled Yes but…Antisemitism and the limits of workplace inclusion, reveals a significant gap between stated commitments and actual outcomes. While 87% of respondents acknowledged their employer’s broader stance against racism, 75.5% said DEI approaches failed to consistently address antisemitism. Employees described feeling isolated or judged, with one noting discomfort when introducing themselves in meetings due to fears of being stereotyped as wealthy or powerful.
DEI practitioners themselves may unintentionally perpetuate these issues. The survey showed that many hold the same stereotypes about Jewish employees, often assuming they wield disproportionate influence. Because many Jewish workers are white, their experiences do not fit neatly into traditional models of racial or ethnic discrimination. This oversight frequently leads to antisemitism being overlooked or downplayed.
Since the October 7, 2023, Hamas attacks, Jewish employees report increased anxiety in the workplace. Others described carefully concealing their Jewish identity to avoid potential bias.
Pearn Kandola’s recommendations call for systemic changes. Organizations are advised to:
- Assess DEI teams with the same scrutiny applied to other departments, ensuring they actively challenge antisemitism.
- Enhance DEI expertise by incorporating antisemitism education, both within teams and across the wider company.
- Question assumptions about Jewish representation in leadership, distinguishing perception from reality.
- Define the role of employee resource groups more clearly, ensuring accountability rests with senior leadership rather than being delegated.
- Strengthen reporting mechanisms to prevent Jewish colleagues’ concerns from being dismissed or minimized.
- Introduce self-reflective practices, where leaders examine their own biases alongside those of their teams.
Expert Recommendations and Background on the Researcher
The report outlines six specific steps employers can take to address these gaps. These include reviewing DEI teams to ensure they actively challenge antisemitism, expanding training to include antisemitism awareness, and clarifying the responsibilities of employee resource groups. Organizations are also advised to reassess assumptions about Jewish influence in leadership roles and improve reporting systems to prevent concerns from being overlooked.
The article was written by Jo Faragher, a journalist with two decades of experience covering employment and business topics. She has contributed to major publications and authored Good Work, Great Technology, which examines workplace technology’s role in employee well-being. Faragher has received recognition for her work, including the Willis Towers Watson HR journalist of the year award in 2015.
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