Finding Common Ground

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 was not an easy meeting. We heard painful stories from both groups. However, there was a lot of good listening and noticing all 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 is generally heard at the moment due to the war in the Middle East.

The situation in the Middle East 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 October 7th. 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 on rural development online. The organisation decided with her agreement to take her name off it, although it was her work, because the online abuse was getting in the way of publicising the project. There is a much stronger police presence outside our synagogues. These are just some examples.

So please be aware that this is what is going on for many Jews right now. Don’t assume, of course, because like any group, Jews are reacting differently to the present situation and not all would identify with the fear I have outlined above. But the majority would.

If you have Jewish employees, you can make a difference by simply asking them how they are doing in the light of what is going on, both here in the UK and in the middle east. It is very isolating to know that you are 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 am very grateful to friends and colleagues who have asked me how I am 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 are doing, and making clear what support is available.
• Making clear that antisemitism and islamophobia will not be tolerated and taking action when it is reported. Part of antisemitism is blaming all jews for what the Israeli government is doing in Palestine – much the same as when there is 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 October 7th and since, any more than Jews here are responsible for the actions of the Israeli government.
• It is also important not to assume that Jewish and Muslim members of your community will be in conflict. It is possible – the conflict and the pictures we are 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 are closely connected.
• Finally, I think it is important that as an organisation you do not take a position on the conflict. Of course, in their personal lives, people may feel strongly enough to take action, indeed I would 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 am available for consultation should anyone need it.

Colin Heyman,
HDN Associate