Over the past week, news headlines and social media posts have conveyed shocking examples of violent disorder, with riots breaking out across the UK. Sophie Wardell, People Director at Higgs LLP advises employers on ensuring their employees feel safe during these unsettling times.
Research from Crime Stoppers UK found the majority of hate crimes (70%) were race hate crimes [1]. This shocking statistic highlights the gravity of the current situation in the UK and is unsurprising that people are beginning to fear leaving their homes due to the violence and hate surrounding the weekend’s riots.
Sophie Wardell, People Director at Higgs LLP offers her thoughts on how employers can help to support those affected by ongoing riots and disorder across the UK.
What is the most important thing employers can do?
“One of the most important things employers can do is to not stay silent on the topic of hate, violence and discrimination. As hate crime is a particularly volatile subject it can leave employers uncertain on what to say or do, but the key thing is to make sure that people know they are not on their own and that their employer is proactive in supporting them. Hate crime is bias-motivated, acknowledging the prejudice is important.”
What are the repercussions of not showing support at this time?
“Employers may not want to take sides when it comes to the recent disorder in that they may not want to take a political stance on the subject. However, this isn’t about politics, this is about protecting the mental, emotional and physical well-being of your people. If you say nothing, then you are not creating an open space for people to express how they are feeling at this stressful time.
As an employer, if you don’t offer support at times like these, it devalues any wellness or mental health messaging you push year round because this is the time when it really matters to some people the most.”
What can employers do to show support?
“To show support to your employees at this time, it is important to reiterate your business’s values, explaining that people are not alone and trying to create safe spaces so that people can talk openly about how they’re feeling. Allow people the option to speak out in a non-judgemental environment, whether it be through committees, their line managers or HR. Remind people about any additional support mechanisms such as an Employee Assistance Programme or mentoring network.
How can flexible working help employees during this time?
“A key way to show support to your employees is by offering flexibility, whether that be allowing people the option to come into the office earlier or later, or not at all if they don’t feel comfortable doing so. Be sure to actively signpost flexibility and don’t assume people will ask for it, in such a difficult time people may not feel confident about requesting what they need and remember that some people may be worried about friends, family and loved ones not just about themselves.
What to do if you witness inappropriate behaviour or discrimination at work?
“Robust policies on bullying, harassment and victimisation are key, having dignity at work policy should capture much of this. Employees should be encouraged not to turn a blind eye or be a bystander when it comes to discrimination within the workplace, any inappropriate comments, or any form of discrimination should be called out.”
Sophie adds, “It is all about standing together to come up with the solutions to make people feel safe rather than just letting people feel that they are even further ostracised because nobody wants to have that difficult or awkward conversation because they might get it wrong.”
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