How employers can support colleagues and communities in light of the racist violence happening across the UK
In the Leeds Mindful Employer Network, we know that racism, Islamophobia and discrimination have a profound impact on people’s mental wellbeing.??
In light of the horrifying racist riots and violence happening across the UK, including in Leeds, we wanted to gather some information to help workplaces better support their colleagues and communities.??
Even if you feel you and your organisation can’t fix everything, it’s important to know that even small steps can provide effective and meaningful support. And small actions will accumulate towards a bigger impact.??
Call it what it is??
These aren’t ‘protests’ or ‘marches’ – it is racially-aggravated violence and far-right terrorism. To play down what is happening is to undermine the impact it is having on us all (especially people from culturally diverse communities), which can increase the negative impact on mental wellbeing.?
Safety and support??
You need to support your workforce at both an organisational-wide level, and on a 1-to-1 basis.??
At an organisation level, this means timely organisation-wide comms telling people what support your organisation can offer. This could include:?
At a 1-to-1 level, line managers should be instructed to check in regularly with their employees, reiterating the organisation-wide comms. This is an opportunity to listen to what people want and need from your organisation. ?
We don’t always need to have all the answers to have supportive conversations. Managers should show compassion and let people know they are there to support them, even if they aren’t ready to talk. Just knowing someone cares can often make a significant difference. ?
The MECC Link website provides some useful information and tools for starting conversations about mental wellbeing and other topics.?
This can feel like a big responsibility for line managers – especially if they are culturally diverse who are also dealing with their personal response to the events – so you also need to ensure that line managers feel supported, and the appropriate escalation processes are in place.??
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Be aware?
Be aware that your employees or clients/customers may be impacted in lots of different ways, and this will differ from person to person. Instead of making assumptions, have conversations and listen to how people are feeling, and take action if they say they need something from you.??
If culturally diverse colleagues choose not to discuss it with their line manager, or the next person in the escalation process, then you have to meet people where they’re at. Be aware that some people might be taking comfort in focusing on the resistance and solidarity shown by communities coming together to support one another. Leave the door open for people to seek support if and when they need it.?
?Solidify your stance?
Many organisations regularly talk about their commitment to Equity, Diversity and Inclusion and anti-racist work. This is an opportunity to walk the walk with anti-racist action. It starts with timely and clear staff comms in line with the above points. It continues by listening to your staff and community’s needs, and taking action wherever needed.??
Getting involved with the Synergi–Leeds network is an example of an anti-racist action organisations can take.?
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The Synergi-Leeds Partnership seeks to redress racial injustice and ethnic inequalities in mental health in Leeds. Led by Leeds and York?Partnership NHS Foundation Trust and Leeds City Council, the Synergi-Leeds Network aims to?‘energise and enable’?the community and organisations to make changes within their own services and systems.?
Synergi-Leeds welcomes the input and support of employers across the city, whether they are public, private or third sector and irrespective of industry.?
Employers can find out more by contacting the Synergi-Leeds Coordinator, Del at?[email protected]?to arrange an introduction. ??
Further signposting information and guidance?
If you feel you need to raise a concern or make a referral about extremism, radicalisation or terrorism please contact Leeds Prevent on [email protected] or for further information, please visit:?
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The following organisations have information and resources that may help you support your workforce ?
Other useful websites offering support and guidance which you can signpost employees to?
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Leeds Mindful Employer Network, as part of Leeds Mind, stands in solidarity with everyone affected by this senseless violence. We hope that sharing this information will empower other businesses and organisations to support their colleagues and communities.??
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CEO | Integrative Psychotherapist |Trustee | Ethical ITAD | Equity, Diversity, Inclusion| Environmental & Social Justice Advocate | Strategy| Leadership| Sustainability |ESG || Reducing Inequalities | Gender Equality |
6 个月Thank you for sharing this helpful article & resource@Mindful Employer Leeds. Absolutely important to check in with employees regarding their mental wellbeing and validate their feelings and reactions to the recent events! Ensuring they are being heard, listened to and reassured.?? Especially through the lens of intersectionality and visibility, it can help employers develop more effective solutions to systemic oppression which can help create more inclusive policies and practices!
CEO
6 个月Thank you for sharing this incredibly helpful resource
Thanks for sharing Mindful Employer Leeds. So important for employers to provide compassionate and person-centred support, and account for employees' personal safety.