Amidst escalating riots across the UK, a sharp increase in hate crimes prompts calls for employer empathy.
- Recent data indicates 70% of hate crimes are racially motivated, heightening public fear.
- Sophie Wardell advises employers on ensuring their team’s safety during these times.
- A lack of response from employers may undermine their mental health initiatives.
- Employers are advised to create open spaces for employees to safely express concerns.
In the past week, a series of riots have swept across the United Kingdom, leading to an alarming rise in hate crimes. Reports show that 70% of these crimes are racially motivated, contributing to a growing climate of fear and insecurity among citizens. Employers are urged to address these concerns, demonstrating solidarity and empathy towards their staff.
Sophie Wardell, People Director at Higgs LLP, emphasizes the importance of not remaining silent on issues of hate, violence, and discrimination. She advocates for employers to be proactive in their support, as silence could suggest indifference to their employees’ mental and emotional well-being during this stressful period.
Wardell notes the significant repercussions for employers who fail to offer support during these times, explaining that their silence could devalue ongoing wellness and mental health efforts. By not speaking out, employers risk creating an environment where employees feel isolated, instead of supported.
To combat this, she suggests reiterating company values and ensuring employees know they are not alone. This includes fostering a space where open communication thrives, allowing workers to express their emotions and concerns without fear of judgement or reprisal.
Employers are also encouraged to promote flexible working arrangements, understanding that commuting in these conditions may heighten anxiety for some employees. Wardell advises actively offering flexibility, as individuals may hesitate to request adjustments themselves in such uncertain times.
Furthermore, she underscores the necessity of robust policies addressing bullying, harassment, and discrimination. Encouraging employees to speak up against inappropriate behaviour is crucial, ensuring such conduct is addressed and not ignored.
Wardell concludes, “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.”
Showing empathy and proactive support is crucial for employers during these challenging times.
