Supporting Employees and Communities: Israel-Palestine
Ongoing tensions between Israel and Palestine have impacted communities and individuals internationally, while giving rise to increasing cultural and religious discrimination. In light of these events, leaders need to prioritize mental health support, bereavement leave, and emotional processing within the workplace.
We’ve compiled some resources to learn from and engage with, ways to support employee mental health at this time, along with links to charitable support and relief initiatives.
Table of contents:
1. Israel-Palestine - Context on the conflict
2. How to Support Employees and Colleagues
3. Links and Resources for Charitable Support
1. Israel-Palestine - Context on the Conflict
In April, a case was filed by Israeli settler organizations leading to the forced eviction of Palestinian residents in Sheikh Jarrah, a neighbourhood currently occupied by Israel. With crackdowns on public protests, new confrontations took place, including the clashing of Palestinians and Israeli police at the Al-Aqsa mosque, resulting in at least 163 Palestinians and six Israeli police officers being injured. The violence escalated with Hamas, a Palestinian militant group, firing rockets into Israel and Israeli airstrikes being fired into Gaza, a Palestinian territory.
A ceasefire in Gaza between Israel and Hamas, was announced on May 20th. As negotiations continue to take place today, it is essential that we take the opportunity to educate ourselves on the long history of conflict between Israel and Palestine. Understanding the reasons for these tensions and addressing them in ways that discourage antisemitism and Islamophobia are necessary in these divided times.
Take a look at some of these resources for further learning:
What are Israel and Palestine? Why are they fighting? (article)
Everything you need to know about Israel-Palestine (article)
Conflict in Israel and Palestine: Crash Course World History 223 (video)
How people have been responding
In past weeks, organizations, individuals, and communities have called for action in the business world. Apple’s Muslim Association circulated an internal letter to CEO Tim Cook, calling for Apple to release a statement condemning the violence in Palestine.
“We are frustrated and disappointed because once more, many of those in positions of power and influence ... either choose to remain silent or release ineffectually neutral ‘both sides’ statements with regards to the Palestinian situation,”
Jewish employees at Google have also called for leadership to take several actions to support Palestinian rights, including supporting Palestinian rights organizations, reviewing and terminating contracts with institutions that support Israeli violations of Palestinian rights, and centering the voices of Palestinian Google employees.
“Protect freedom of speech: We ask Google leadership to reject any definition of antisemitism that holds that criticism of Israel or Zionism is antisemitic. Anti-Zionism is not antisemitism and this conflation harms the pursuit of justice for Palestinians and Jews alike by limiting freedom of expression and distracting from real acts of antisemitism.”
Read more about Zionism — a nationalist movement that supports the establishment of Israel as a fully Jewish state, here. Also learn more about antisemitism here.
Countless activists and public figures have also taken a stand by publicly acknowledging the violence in Palestine on social media and sharing resources for human rights and relief organizations. For many, social media has been a great source of information but simultaneously, censorship, division, and miseducation.
Religious discrimination has also risen, with the Anti-Defamation League reporting an increase of 75% in U.S. reports of antisemitic incidents during the two weeks of military conflict between Israel and Hamas in May 2021, compared to the two weeks before the fighting began. Antisemitism in the U.S. has a long history, yet stories of Jewish struggles and discrimination often don’t receive significant representation in mainstream media. With the recent rise in incidents, it is essential to understand that Israeli policies and Zionism can be critiqued without engaging in antisemitism. Here’s a look at the American organization Jewish Voice for Peace’s approach to Zionism, for instance. The Anti-Defamation League (ADL) has a reporting tool for antisemitic, bias or discriminatory incidents. This resource by Hollaback also looks at bystander intervention and ways to de-escalate situations involving harassment.
In lights of the increasing division in online and personal communities, Instagram page @solutionsnotsides released this statement:
“Showing support for Palestinians using antisemitism is wrong and counter-productive. Showing support for Israel using Islamophobia and anti-Arab/Palestinian rhetoric is wrong and counterproductive. We must amplify those working towards real solutions for all those between the river and the sea.”
2. How to Support your Employees and Colleagues
Continual confrontation and discrimination is affecting the mental health of impacted communities. Giving employees and colleagues the flexibility and space to deal with news and new developments, is an essential part of providing support. Here are some resources to help center mental health and respectful conversations in the workplace:
Our graphic looks at how creating spaces for colleagues to talk, avoiding making assumptions, respecting confidentiality, and active listening can help to support a colleague in distress.
Conversations about Israel and Palestine
Here are some points to keep in mind in discussions about tensions between Israel and Palestine.
Avoid shutting down conversations because the topic is too “complicated”. Acknowledge that there are differing opinions on the relationship between Israel-Palestine but continue to encourage dialogue.
It’s okay to not speak publicly on something you aren’t educated on. Speaking out about something you’re only half-aware of can be harmful for the individuals you’re speaking out for. Take the time and initiative to access resources on your own and educate yourself.
Avoid white saviorism and monolithic views. Discussing solutions to the conflict without ever having engaged with Israeli and Palestinian perspectives or been to Israel or Palestine reflects saviorism, despite its intentions. Ensure the spaces you learn from are centering the diverse perspectives of those with personal experiences.
Listen! If you aren’t educated on Israel-Palestine subject matter, it’s okay to take a backseat and center dialogue from others, especially those with backgrounds and perspectives that give them personal insight.
Avoid asking Palestinian and Israeli coworkers for their opinions and views on tensions between Israel and Palestine. Coworkers should not be expected to educate others on Palestinian-Israeli subject matter due to their identity. Some may also prefer to take time to process news and deal with developments personally.
Tips for dealing with political tension
Maintaining conversations during times of political and cultural tension can feel difficult. Here are some tips to handle tense conversations and differing opinions in the workplace from our blog post on Managing Political Tensions at Work:
Avoid remaining silent on the issue. Communicate as much as possible and address the elephant in the room.
Listen actively. Every individual holds a responsibility to be an active listener and be respectful towards others. It’s crucial to remind your employees to speak from their own experiences and do not speak for others or a group.
Recognize the difficulty and challenge that may come for some of your employees. The most potent and impactful initiatives on civil discourse start with this acknowledgement. Identifying outwardly that these conversations may be challenging will help your employees feel more at ease when sharing.
Acknowledge that many will feel passionately and deeply about these issues, seeing as they directly impact them. And remind your team that while it can prove to be tough to pull back that passion, or for someone to hear views that differ from their own beliefs, that communication and understanding will help disarm negatively charged situations.
Model desired behaviour. Being aware of how others react in times of stress and being conscious of the words, views, and ideas you hold and articulate is paramount. In times of stress, employees carefully take in the words and actions of their leaders. This extends to the casual banter that exists in different communication channels.
Exhibit leadership through a lens of empathy. Remember to show empathy and compassion - acknowledging the challenges and emotional upheavals that your employees may be facing will help them connect with you and feel safer at work.
Avoid taking on the role of the office pundit. Social media and cable news have given everyone a platform and inspired us to become amateur pundits. Resist the urge to share your own predictions and analysis, and keep yourself out of the toxic news cycle where possible. Avoid getting swept up in the daily drama, as it may lead others to make assumptions about you.
3. Links and Resources for Charitable Support
For more ways to take action and support refugees, displaced individuals, healthcare, relief and more, visit the links to these organizations.
The global medical team says it is working 24-hour shifts to support the medical staff in the emergency room and operating theaters of Al-Awda hospital, in the area of Jabalia, Palestine, treating 40 to 45 patients with deep wounds and severe burns daily. Donations will go towards vital medical treatment for victims.
Anera helps refugees displaced and hurt by conflicts including the Israel-Palestinian conflict, and it has no political or religious affiliation. Its funds provide humanitarian assistance and sustainable development to advance the well-being of refugees and other vulnerable communities.
United Nations Relief and Works Agency (UNRWA)
United Nations Relief and Works Agency’s human development and humanitarian services encompass primary and vocational education, primary health care, relief and social services, infrastructure and camp improvement, microfinance and emergency response, including in situations of armed conflict.
ActionAid is working in Gaza with local partners to monitor the situation closely and to provide support to some of the worst-hit families. It is fundraising to provide food, shelter, cash, and psychosocial help.
HI provides support to people with disabilities and vulnerable populations. HI intervenes in situations of poverty and exclusion, conflicts and disasters. They have been working in Palestine since 1996 and currently have 39 staff members that are working with individuals in the Gaza strip and West Bank. Some of their sponsors include the European Union and Global Affairs Canada.
Islamic Relief Canada is helping to provide immediate medical assistance and vital aid to all those affected by the violence in Palestine. Their team in Gaza is providing medical supplies, sponsoring orphans, and distributing personal protective equipment to ensure the safety of the healthcare workers.