Addressing Workplace Bullying Around the Israel-Hamas War
Photo credit: Unsplash - Kristina Flour
I was slack-jawed when I heard from someone the other day that there was a literal screaming match about the Israel-Hamas war at a CONFERENCE. A professional conference. Someone tried to facilitate an open space to have conversations about how this topic is impacting the workplace, and it went downhill, quickly.
Having differences about sociopolitical issues and trying to figure out constructive ways to discuss them in the workplace isn’t new. And it’s going to keep happening. But what’s happening right now is not ok, and we need to talk about that.
I spoke to INC. Magazine about this recently and I’ve lost count of the number of companies who are coming to me asking for how to address this in the workplace. It’s continuing to get worse, and we need to keep talking about this.
Every single organization is going through growing pains right now. Figuring out how to address the conflict, if at all, and how to do that. And for those organizations who were trying to do the ‘right’ or ‘helpful’ thing, countless companies and leaders have been drowning in a sea of regret and resentment for trying at all.
Let me be clear: workplace bullying is becoming a HUGE issue around this conflict. Simply put: IT’S NOT OK.
We may have differences of opinion, but making people feel personally or professionally targeted around their opinions regarding a long-running complex conflict is not a behavior that should be condoned. And yet, here we are. It’s happening every day. People are being other’d, ‘outed’ for their beliefs, being ‘reconsidered’ for promotions, or even getting job offers rescinded.
I’m NOT saying that people should be able to say whatever they want whenever they want. It’s that people are terrified to say anything even if it’s logical, reasonable, or based on trying to solve the larger issue at hand instead of throwing gas on the fire like everyone is trying to encourage everyone else to do.
Yes, it’s normal for conversations around sociopolitical issues to become heated. That’s human nature. We have diverse perspectives and strongly held beliefs. When it comes to the Israel-Hamas conflict, or any other conflict coming down the pipeline in the future, healthy debate or conversations about the support is what people need - not people bullying and silencing each other for their viewpoints.
So let’s look at why bullying should have NO place in talking about the Israel-Hamas conflict at work, why people are terrified to speak up, and some solutions to have better dialogue together.
The Fear of Social Judgment
One of the primary tools used to stop free speech in the workplace and beyond is the fear of social judgment. Countless individuals are afraid to voice their opinions on ultra-sensitive topics like the Israel-Hamas conflict due to concerns about backlash from colleagues, friends, or even strangers on social media. The fear of being labeled as insensitive, biased, or uninformed often leads to self-censorship.
Cancel Culture - it’s your cue.
This fear of social judgment is a toxic force that hinders free speech and stifles open discussion. It perpetuates echo chambers (thanks social media), where individuals only interact with like-minded people, reinforcing their pre-existing beliefs while demonizing dissenting viewpoints. However, a healthy society depends on the free exchange of ideas and the willingness to engage with differing perspectives.
A tall order these days, and something that feels less and less possible with how quickly ideas and anger can spread.
Differentiating Free Speech from Abuse
A hugely important distinction to make is that advocating for free speech does not equate to condoning hate speech or prejudice.
Promoting constructive conversations does not mean allowing verbal abuse or harmful statements. Free speech should always be exercised responsibly, with respect for the boundaries of civil discourse.
Again, easier said than done, especially if people have never learned or valued that skill. And when emotions and a strong sense of ‘right and wrong’ is at play.
When discussing sensitive topics like the Israel-Hamas conflict, individuals should TRY to engage in respectful and informed dialogues. Disagreement is a natural part of any discussion, but it should be framed in a way that encourages learning and understanding rather than vilifying the other side.
Disagreements can be opportunities for growth and fostering empathy if approached with an open mind and respect for different perspectives.
The Role of Businesses
Businesses and organizations play a pivotal role in shaping the discourse on sensitive topics, even if they don’t want to, or are avoiding to. Silence is not ok and not sustainable with this topic. I get that businesses are worried about legal landmines, but that fear doesn’t excuse the silence and lack of introducing constructive frameworks to help your workforce have reasonable discussions around this topic.
I realize there are exceptions to this issue, OF COURSE there are, but generally speaking (and especially for the Israel-Hamas conflict), that literally cannot be allowed to happen. And it’s illogical that it’s being allowed in the first place, by extension for people around the world who are so fueled up about this when they may not even have any connection culturally or religiously to this conflict to begin with. It’s just something they care about.
We all have a right to an opinion (even though I don’t love that concept), but not a right to punish each other for it - especially when it comes to an issue that likely may not even affect our day-to-day lives. But when people start verbally attacking each other over it and creating social pariahs out of one another, it DOES start impacting people in everyday life inadvertently. But these are situations of our own making.
With that being said, it’s crucial for employers to foster an environment and provide a framework and space for conversations that encourages respectful conversations and doesn’t allow for discrimination and harassment to happen based on an individual's sociopolitical beliefs.
Solutions to Combat Bullying Behavior AT WORK
It’s essential for businesses to adopt a clear stance on how to facilitate conversations around sociopolitical events and how to maintain the respect of free speech without crossing a line, and what that looks like. That means companies need to take proactive steps to create policies that protect the right to free speech, while setting boundaries for constructive conversations that don’t edge into verbal abuse or prejudiced statements. Let’s take a look at a few ways on how to do that:
Education and Awareness: Foster awareness within your organization about the importance of free speech and the pitfalls of bullying behavior. Conduct sessions, town halls, or workshops on effective communication, empathy, and understanding different perspectives.
Clear Codes of Conduct: Develop and communicate clear codes of conduct that outline the expectations for respectful dialogue within your workplace. Ensure employees understand the consequences of engaging in harassment or discrimination. To be honest, this should exist anyway, and shouldn’t take a massive blow-out like the Israel-Hamas conflict for it to come into existence. But, better late than never.
Diverse Perspective Forums: Create spaces for employees to share their thoughts on sociopolitical issues. Encourage employees to express their opinions and listen to those of others. This can promote an environment of inclusivity and understanding.
Moderation and Mediation: Employ moderation and mediation techniques when discussions become heated or unproductive. HR folks have enough on their plate, so having mediators come in (if possible) might be something to consider investing in.
Anonymous Reporting: Establish a system for anonymous reporting of bullying or harassment. This can provide a safe avenue for employees to voice their concerns without fear of retaliation.
Conclusion
The Israel-Hamas conflict is a HIGHLY divisive topic, and opinions on it vary widely. And it seems to be worsening by the day.
No matter where someone stands on this, or any other sociopolitical issue, the right to free speech and open dialogue needs to continue to exist.
Bullying individuals or businesses into silence only hampers any hope of societal progress and perpetuates division.
Instead, we should strive for an environment where differing opinions are welcomed and respectful debate and conversation are valued. By fostering understanding, empathy, and a commitment to constructive dialogue, we can create workplaces where the open respectful exchange of ideas is encouraged, and bullying behavior is firmly rejected.
Workplace bullying has never been ok to begin with. And when it comes to addressing sociopolitical issues in the workplace, it needs to stop. Now.
NEED HELP IN YOUR BUSINESS?
If your business needs help addressing the mental health at work impact around socially-divisive issues and how to open up conversations about this, please reach out to Melissa to help facilitate this conversation.
