By Colin Heyman, Lead Associate, HQN Equality, Diversity and Inclusion Network

A couple of weeks ago, a few members of the Jewish community here in Cardiff met informally with a few from the Muslim community, in an effort to create a dialogue between members of our two communities. It wasn’t an easy meeting. We heard painful stories from both groups. However, there was a lot of good listening and noticing of the many things that we have in common, rather than what divides us. It was a very welcome change from all the shouting and cacophony that’s generally heard at the moment due to the war in the Middle East.

The situation in Gaza and its reverberations around the world, including the UK, may not be directly relevant to social housing organisations (although it affects all of us), but there are ways in which it can impact both employees and tenants.

From the point of view of the Jewish community, this is a very scary time. Incidents of Antisemitism have more than tripled since the Hamas attacks on 7 October. I know Jews who have worn earrings or necklaces with a Star of David or other Jewish symbols all their lives, who have taken them off, as they fear being seen as visibly Jewish in public. I know someone who works in rural development who has a very Jewish name who published the results of a project online. The organisation decided with her agreement to take her name off of it, although it was her work, because the online abuse was getting in the way of publicising the project. There’s a much stronger police presence outside our synagogues. These are just some examples.

So, please be aware that this is what’s going on for many Jews right now. Don’t assume, of course, that all Jews would identify with the fear I’ve outlined (like any group, Jews are reacting differently to the present situation), but the majority would.

If you have Jewish employees, you can make a difference by simply asking them how they’re doing in the light of what’s going on, both here in the UK and in the Middle East. It’s very isolating to know that you’re deeply affected by things going on that most people around you seem to be unaware of. The recognition from others that this affects and impacts you, that it is affecting how you feel and think day to day, especially from your managers, can make a big difference.

Do be prepared for an emotional response, though! I’m very grateful to friends and colleagues who have asked me how I’m doing, but some of them have been rather taken aback when my voice starts breaking as I reply. Another helpful action, therefore, is to communicate clearly the options that are available for employee support if people are struggling – for example, an employee assistance programme if you have one, or more flexible working if people are struggling.

If there are Jews and Muslims amongst the leaders of your organisation, for them to stand up together and communicate their respect for each other, even if they have differing views on the situation, sends a very strong message. (My nephew is head of department at a secondary school in London with many Muslim and Jewish pupils. He and a teacher with Egyptian heritage did this at a school assembly. It had a very powerful impact.)

Antisemitism (like Islamophobia) is much misunderstood – in fact, when I run Antisemitism sessions, I often find that people attend because they admit they don’t really know what it is. Running training, preferably on both Antisemitism and Islamophobia together, is another thing the organisation can do to improve understanding of what people might be saying and doing that offends people (often without meaning to).

In terms of your tenants and community cohesion, the direction to take is the same. These are the things I would suggest:

• Again, asking people, both Muslims and Jews, how they’re doing, and making clear what support is available
• Making clear that Antisemitism and Islamophobia will not be tolerated and acting when it’s reported. Part of Antisemitism is blaming all Jews for what the Israeli government is doing in Palestine – much the same as when there’s a terrorist attack from someone who claims to be Muslim, all Muslims are targeted. Muslims in this country (or, for that matter, most Palestinians) are in no way responsible for the atrocities committed by Hamas on 7 October and since, any more than Jews here are responsible for the actions of the Israeli government
• It’s also important not to assume that Jewish and Muslim members of your community will be in conflict. It’s possible: the conflict and the pictures we’re seeing on TV engender strong emotions but actually when someone from my Jewish community came out at work about how he was feeling, and the impact of the conflict on him, it was Muslim colleagues who had most understanding, because, of course, they know that events far away can have a much stronger impact when you’re closely connected
• Finally, I think it’s important that as an organisation you don’t take a position on the conflict. Of course, in their personal lives, people may feel strongly enough to act – indeed, I’d support anyone who does. But as an organisation, taking a position on such a contentious issue thousands of miles away can only lead to conflict amongst employees and/or tenants, and to some of your employees and tenants feeling alienated from the organisation.

I’m available for consultation should anyone need it.