To Employers and Corporate Boards (Part 3): Integrating Antisemitism Into Your EDI Program

Why It’s Essential and How to Overcome the Challenges

As Equity, Diversity, and Inclusion efforts continue to grow, there is a glaring issue that often gets overlooked—antisemitism. While many organizations focus on supporting various minority groups, Jewish employees are frequently facing rising antisemitism that is absent from many EDI conversations. This omission sends a highly disturbing message: Jewish concerns are either invisible or too controversial to address, leaving a significant blind spot in the organization’s approach to inclusivity.

In many workplaces, employees have been made to feel comfortable discussing their countries of origin, including those involved in the Middle East conflict, however in these same workplaces Israel, Jews, and antisemitism are never mentioned. This exclusion has real consequences. For Jews—who come from a long history of resilience, perseverance, and strength—this isn’t about seeking victimhood or pity. It’s about the right to be treated with the same respect afforded to others. When Jewish identity and antisemitism are ignored, it feels as though our concerns are minimized, leaving us feeling devalued and questioning whether our identity is respected in the workplace. And whether that workplace is one with which we want to be associated.

This lack of attention to Jewish issues not only fosters a sense of isolation but also leads to feelings of vulnerability. Without clear discussions or policies addressing antisemitism, it becomes difficult to trust that our concerns about discrimination will be taken seriously. It’s not about special treatment—it’s about ensuring that the commitment to equity and inclusion applies to all, including those of Jewish heritage.

Excluding antisemitism from EDI programs creates a serious gap in an organization’s diversity strategy and can lead to violations of human rights laws. In many countries, employers are obligated by law to protect employees from religious, ethnic, and national origin discrimination.

Challenges of Incorporating Antisemitism into EDI Programs

1. Jewish Identity’s Complexity: Jewish identity spans religion, ethnicity, and culture, which makes it difficult to categorize within typical EDI structures that focus on race or gender.
2. Navigating Israel Conversations: Israel can complicate discussions around antisemitism, as many are unsure how to separate legitimate criticism of governmental actions from antisemitic rhetoric, often leading to the avoidance of the topic.
3. Lack of Awareness: Many organizations are unaware of how modern antisemitism manifests through stereotypes or coded language, leaving these biases unrecognized and unchecked.

Steps to Integrate Antisemitism into EDI Programs

1. Educate on Antisemitism: EDI training should cover both historical and modern antisemitism. Use frameworks like the IHRA Working Definition of Antisemitism to clarify boundaries between free speech and hate speech.
2. Recognize Jewish Diversity: Jewish employees come from varied ethnic backgrounds—Ashkenazi, Mizrahi, Sephardic, (I’m all three!) and more. Acknowledge this diversity within EDI efforts.
3. Include Jewish Voices: Ensure Jewish employees are involved in shaping EDI strategies, and if they’re absent, consider why that may be.
4. Provide Guidelines for Israel Discussions: Establish respectful guidelines to ensure discussions about Israel do not cross into antisemitic rhetoric.
5. Address Subtle Discrimination: Monitor for microaggressions, coded language, or exclusion, and respond swiftly to align with legal obligations.

Why EDI Programs are Incomplete without Addressing Antisemitism

A fully inclusive workplace must address antisemitism as part of its diversity efforts. Ignoring it leaves organizations vulnerable to legal risks and reputational damage. Ensuring that Jewish employees feel seen, heard, and respected is critical for building a truly inclusive culture and complying with human rights laws.

Building an Inclusive and Legally Compliant Workplace

Incorporating antisemitism into your EDI program is essential to meet your organization’s legal obligations and foster a genuinely inclusive environment. By educating employees, recognizing Jewish identity, and creating guidelines for sensitive discussions, you can build a respectful workplace while adhering to human rights standards.

Jill Mayer is a Professional Development Consultant for lawyers and corporate directors, a Lawyer and Board Chair and Director. She is also founder of the not for profit organization, Lawyers Combating Antisemitism. Please contact Jill via IM if you need help in creating training for your organization.