Jewish Employees’ Concerns Highlight Gaps in Workplace Inclusion

More than seven in ten Jewish employees surveyed have avoided raising concerns about antisemitism because they were unsure how those concerns would be received, according to new research from business psychology consultancy Pearn Kandola.

For employers, the findings raise an uncomfortable question: does a public commitment to inclusion translate into support when employees need it?

The survey of 1,002 Jewish employees found 87% agreed their organisation expressed a clear commitment to tackling racism and discrimination. 

However, 75.5% said its Diversity, Equity and Inclusion (DEI) approach was inconsistent in responding to antisemitism.

Meanwhile, 70.8% had avoided raising antisemitism concerns because of uncertainty about the reception they would receive. Just 15.9% said they felt able to raise such concerns.

These findings suggest that visible equality initiatives do not necessarily give every employee confidence that their experiences will be understood.

Interviews conducted as part of the research identified responses including denying discrimination, explaining away behaviour, treating incidents as misunderstandings and acknowledging prejudice without taking meaningful action.

Particularly concerning, the consultancy says, was that some dismissive responses came from DEI functions themselves.

Professor Binna Kandola OBE, Pearn Kandola’s co-founder and senior partner, told That's Business: “No employee should have to repeatedly prove that their experience matters before it is taken seriously.”

The research follows the consultancy’s earlier work examining antisemitism and Islamophobia at work. It also follows its Antisemitism at Work Week webinars in May 2026, during which Jewish attendees described difficulties obtaining responsive support from DEI teams.

For business leaders, the practical message is clear: reporting procedures need to be backed by knowledgeable people who can listen carefully, recognise prejudice and respond appropriately.

Pearn Kandola recommends six areas for improvement: independently reviewing DEI practice; developing specific expertise in antisemitism; distinguishing representation from inclusion; clarifying Employee Resource Groups’ responsibilities; strengthening organisational listening; and encouraging DEI teams to examine their own assumptions.

The consultancy also warns against assuming that perceptions of Jewish wealth, influence or success remove vulnerability to discrimination.

Crucially, Pearn Kandola presents its findings as an opportunity to strengthen DEI. Any function responsible for challenging bias must also be willing to recognise shortcomings in its own understanding.

For employers of every size, inclusion must mean more than policies, statements or awareness campaigns. Employees need confidence that raising a concern will lead to a fair hearing and an appropriate response.

The full report, “Yes but…”: Antisemitism and the Limits of Workplace Inclusion, is available from Pearn Kandola’s website, https://pearnkandola.com

New National Conference Launched in Response to Growing Demands for Employee Resource Groups to Demonstrate Strategic Impact

A brand-new conference designed to elevate the work of employee networks, resource groups and forums, and those who lead them, is launching in April 2026 in London.

ERG Blueprint, created by iCAN (the Inclusion and Cultural Awareness Network) and people intelligence company Howlett Brown, is a one-day, in-person conference aimed at professionals shaping the future of employee impact and workplace inclusion.

Taking place on Tuesday 28 April 2026 at Leonardo Royal St Paul’s hotel, the conference will bring together ERG leaders, HR and DEI professionals, Executive Sponsors and workplace inclusion advocates from across the UK. 

It will be hosted by TV personality AJ Odudu and feature high profile speakers like Richard Etienne (The Introvert Space), Charlene Brown of Howlett Brown and We Are The City’s Vanessa Vallely.

At a time when employee networks are needed more than ever to mitigate the national decline of employee engagement, as well as facing increasing pressure to demonstrate impact, navigate political tension, and align with shifting business priorities, ERG Blueprint offers future-proofing strategies, practical guidance, real-world insights, and renewed purpose.

“Employee networks are powerful engines for change – but the people running them are often under-resourced, under-supported, and expected to deliver extraordinary impact,” Ajay Mistry, Co-Chair of iCAN told That's Business.

“This conference is designed to change that - giving leaders the tools, strategy and support they need to succeed.”

What to Expect?

ERG Blueprint will offer a series of high-impact sessions on everything from future-proofing ERG strategies and structure, to influence, conflict navigation, data, branding, and resilience. 

Highlights include:

Identifying Challenges and Barriers Workshop

Framing the Value of ERGs for Chairs, Members, DEI Leads and Sponsors

Influence and Persuasion Workshop

Identifying Challenges, Barriers & Solutions Workshop

The day will also explore why ERGs matter and the challenges of leading through turbulent times, while also offering interactive workshops to help networks define their unique value points and capture their impact through better metrics.

“We know network leaders sit at the intersection of culture, strategy, and lived experience, making them the true catalysts of inclusion and belonging,” said Charlene Brown, Co-Founder and Managing Director of Howlett Brown. 

“They aren't merely volunteers, they are also strategists, influencers and connectors. This conference equips network leaders to future-proof their networks, scale their impact, and deliver measurable value aligned to organisational purpose.”

Who Should Attend?

The ERG Blueprint conference is designed for:

ERG Chairs, Co-Chairs and core team members

HR and DEI Professionals embedding networks into organisational strategy

Executive Sponsors advocating for inclusion from the top

Aspiring ERG Founders, leaders and members

Stakeholder groups, partners and consultants working alongside employee networks

Join Them

The conference is open to all sectors and is designed to foster cross-industry learning and collaboration.

Tickets are now available at: https://erg-blueprint.co.uk

FACTFILE:

iCAN (Insurance Cultural Awareness Network) is the UK’s leading independent multicultural inclusion network for the insurance sector, with over 13,000 members worldwide. ERG Blueprint marks its latest cross-industry initiative to support practical, inclusive change.

Howlett Brown is a people intelligence company, specialising in investigations, culture, sustainability, business intelligence, diversity, equity, equality and inclusion (DEEI), workplace training communications, conflict resolution, crisis, and people advisory solutions. Howlett Brown exists to help organisations build an environment where their integrity, inclusion and purpose thrive and their people risk is low.