As tensions escalate in the Middle East, particularly over Gaza, an HR expert has called on UK SMEs and employers to be mindful of the conflict’s impact on their workforce. “The UK has wonderfully diverse workplaces but right now, tensions are high and people on both sides of the situation are incredibly worried,” says Donna Obstfeld, a twice-published author and founder of DOHR.
Obstfeld emphasizes the legal and ethical responsibilities of UK employers: “It is critical to remember that as a UK employer, you have a number of legal responsibilities and these should be delivered with communication, understanding, and support for all of your employees, regardless of their religion, lack of religion, or political views.”
These remarks follow the dismissal of Suella Braverman by Prime Minister Rishi Sunak after a controversial article on the Met Police, which was perceived by some as exacerbating the disorder in London over the weekend.
“This is a really difficult time and opinions will be voiced by a wide range of people as we have seen in Whitehall over the last few weeks. However, politics aside, employers must keep in mind that they have a duty to protect their staff and to create an environment which is safe both physically and psychologically,” Obstfeld adds.
She continues, “I am getting a lot of messages from employers who aren’t sure how best to handle the situation which is perfectly understandable. The first thing is to speak to your staff and ensure that they know you care about each of them personally. If they are personally impacted through family and friends, ask them what support they need from the business. Be flexible and creative if necessary. Make sure your managers are aligned with your approach.”
Obstfeld also advises on balancing freedoms with workplace safety: “You then need to balance the freedom of speech and freedom of belief with the right not to be bullied, harassed or discriminated against at work based on beliefs, religion or nationality.”
“I urge you to use your disciplinary policy and processes with extreme caution. If an employee physically attacks another employee, then this is far more clear-cut than expressed feelings or beliefs. Finally, try to bring people together. Find ways to focus on shared beliefs and values. Find ways to support each other. Share food together. Friendship must be stronger than hatred and you need your team to work together.”
