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The recent conflict between Israel and Palestine is unsurprisingly a massive topic of discussion. Care should be taken when discussing these issues in the workplace, however, as it can be easy to offend and alienate colleagues.
Navigating these divisive topics isn’t exclusive to the war. In fact, the recent Voice to Parliament referendum is a perfect example of another conversation that could become messy if not approached correctly.
In a recent article for HR Leader, Hellomonday’s co-founder and managing director, Simon Moylan, outlined how best to approach the national vote, commenting: “Given the complexity and sensitive nature of the topic, your people are likely to have a range of perspectives across the political spectrum. Not only can you anticipate that your team will discuss the Voice to Parliament, but they likely already are.”
The same rings true for the current situation in Gaza, and no employer should assume that their workforce leans one way or the other.
“This is a deeply sensitive and emotional subject that’s finding its way into workplace discussions. We cannot help but feel for those caught up in the crisis. But how do we hold such discussions while at the same time maintaining the harmony and respect amongst our workplace peers?” said @WORKSPACES chief executive Jenny Folley.
For employers looking for ways to best approach this difficult topic, Ms Folley provided some tips:
Reach out to workers impacted
“The first thing I would recommend is to reach out to any worker who might be affected or impacted by the war. Australia is such a multicultural society that when a crisis such as this occurs, it’s highly probable that someone you know or work with could be impacted. They might have family and friends there. Just offering some moral support goes a long way to alleviating distress,” said Ms Folley.
Be informed
“It is very important for workplaces to learn about the historical background of the region and what caused the conflict and how it’s led to the current crisis. This will help you to contribute meaningfully to any difficult conversations that you might have to have,” she commented.
Provide training to managers
“It is important to ensure that your workplace provides and encourages an open-door policy for workers to discuss any feelings, thoughts or concerns in a manner that’s safe and non-judgmental,” Ms Folley explained.
“Some of the management staff may need to undertake special training to be able to handle these conversations that require open communication and active listening while also maintaining confidentiality.”
She continued: “Managers need to be appropriately trained to support staff, manage workplace issues and tensions and respond to concerns.”
Establish a support service for staff
“Some staff directly or indirectly impacted may need to access support. Ensure your employee assistance program is appropriately resourced and skilled to provide the level of assistance needed.”
Ms Folley added: “If there is not a program of this nature in place, consider appointing a service provider to offer this support to workers.”
Taking a stance on unity
“Those in leadership roles at the workplace need to step up at times like this. No matter what each person’s stance on the situation, it’s important to focus on respect for others. It may be difficult to stay calm when emotions are stirred, but urge teammates to remember to talk and act with compassion,” outlined Ms Folley.
“As adults, we should be able to look past our differences. We can agree to disagree because this is an emotionally charged subject. Despite differences of opinion, we can choose to show understanding, compassion and respect. We can choose to avoid stereotypes and harmful dialogue.”
Respectful, non-judgmental conversations
“It would be impossible to avoid the topic of the Israeli-Palestinian conflict at the workplace, so both employers and employees should be actively aware and prepared of how to hold these discussions and conversations while we’re at our professions,” said Ms Folley.
“Having respectful and non-judgmental conversations is not just about what you say. Much of it has to be about listening to what the other person has to say, without interrupting and making assumptions.”
“In times like this, we need to remember to act with compassion because, at the end of the day, we are all members of the human race, and we need to find a way to come together to work for peace,” she concluded.
Jack Campbell
Jack is the editor at HR Leader.
