How is the Surge in Anti-Muslim Bias Impacting your Team?
If we want to create equitable and inclusive environments, we must first recognize the humanity of people who are different from us.
Did you know that the US is experiencing the highest number of anti-Muslim incidents recorded in 30 years? I want to invite leaders and managers to consider the issues faced by Muslim coworkers and neighbors in light of the huge surge in anti-Muslim hate since Oct. 7. Nearly half of last year’s incidents of backlash violence were reported after the Israel-Gaza war began.
(Although this post focuses on anti-Muslim bias, I want to point out that not all people of Middle Eastern and North African descent are Muslim.)
In the US, American Muslims and Arabs (and those perceived to be Muslim or Arab) have been targeted and subject to discriminatory treatment and violence since the 1970s and 80s. To cite a recent case, New York City has agreed to pay $17.5 million to settle a lawsuit filed by two Muslim women who said their rights were violated when they were forced to remove their hijabs before the police took their arrest photographs. “The N.Y.P.D. should never have stripped these religious New Yorkers of their head coverings and dignity,” said Albert Fox Cahn, a lawyer for the plaintiffs.
Thousands of New Yorkers were harmed by the Police Department’s discriminatory policies. In response to the lawsuit, N.Y.P.D. changed its policy in 2020 to allow religious people to be photographed wearing head coverings, as long as the coverings were not obstructing their faces. The indignities and trauma that these Muslim citizens suffered could have been avoided with education on issues of religious diversity. But all too often, religion is not a part of conversations about diversity, equity, and inclusion; the repercussions can be devastating for organizations.
SHRM recently reported that discrimination lawsuits are growing. This isn’t just due to “bad actors” but organizations failing to adequately address issues when they are reported. When organizations reach out to me because of a crisis and I encourage them to shift from a reactive to a proactive mindset. We can’t build authentic inclusion and belonging if our initiatives are designed primarily to limit liability rather than effect culture change.
Leaders, are you creating opportunities for your teams to learn about the issues and experiences of Muslim (and Jewish) communities? How are you supporting your Muslim, Arab and Palestinian team members during these difficult times?
Image credit: https://www.levo.com/articles/career-advice/on-being-a-muslim-woman-in-the-workplace/
