The Columbus Dispatch: How to keep the Israel-Hamas War from tearing a workplace apart (Mark Weaver quoted)
The Oct. 7 attack on Israel by Hamas and the resulting bombardment of Gaza has generated anxiety for anyone with close ties to that part of the world.
People worry about the safety of their loved ones and may not be able to communicate with them. In addition, there's a continuing feeling of unease here at home as hate and violence grow globally. Workplace experts say those factors can create trauma and make it difficult for employees to focus.
The Record and NorthJersey.com spoke with workplace experts for advice about how to be sensitive to employees struggling emotionally amid the Israel-Hamas war. Here's what they advised:
Employers need to be empathetic
When employees are grappling with so much anxiety, it's important for colleagues to be kind and understanding. It's challenging for organizational leaders or co-workers to know the appropriate words for those who are struggling with recent events. But remaining silent can be interpreted as cold and unsympathetic, said Debra Wentz, president and CEO of the New Jersey Association of Mental Health and Addiction Agencies in Mercerville. "It is critical to encourage open, honest communication and to offer support and resources," she added.
"Reaching out to a person one on one is always meaningful," said Wentz. "If you know a person has been affected, just saying 'I care' and allowing them to share is always a good practice. Some people may not be eager to talk and that's OK. But others will want to express their feelings aloud. Employees need to make their organizations safe spaces for everyone to be themselves."
Employees who are feeling uneasy or upset should be able to discuss it with supervisors or any member of the leadership teams, she said, adding, "Children, youth, adults and families all feel the tension, and organizations should help them process those and related emotions."
Crack down on hate in the office
"Given that employees spend the bulk of their waking hours at work, we have to make the workplace a safe space to cope with the tragedy unfolding around us," said Adam Struck, a founding partner at Struck Capital, a California venture capital fund that has stakes in hundreds of portfolio companies. "Employers should have a zero-tolerance policy for hate speech — and that should be enforced at work and online, even on employees' social media accounts.
"If you're calling for Muslims to be deported, or calling Israelis terrorists, or engaging in overt or even covert racism and discrimination, you are in violation of your employer's Morality Clause and you'll be immediately terminated. I am encouraging all my portfolio companies to take this stance. There is a lot of hate, truly disgusting hate reminiscent of 1930s Germany happening right now, and there should be a zero-tolerance policy for this."
Workers need flexibility
"Give people the space to talk about the impact of what they are going through. Be understanding of the necessity they may have for adjusted deadlines. Allow for extra time they may need to deal with their emotions and try to connect with their families - some of whom may be overseas and, therefore, difficult to reach. Understand that employees may be more irritable, fatigued or moody than usual. These could be manifestations of anxiety or depression," said Wentz.
Offer mental health help − without stigma
If employees are having difficulty functioning or showing signs of trauma, let them know help is available. When appropriate, workers should be referred to an employee assistance program (EAP) or other source for counseling and mental health support. Many companies offer such services through health benefits. EAPs often offer some free counseling services and resources for individuals experiencing distress, said Wentz.
Don't stigmatize the mental health effects of what employees are going through. Stigma is the greatest barrier and prevents individuals from getting help when they need it. Education is needed to overcome the shame, both for individuals who are experiencing mental health struggles and among others who simply lack the understanding or compassion for those who are struggling. Open conversations about mental health help eliminate stigma, especially when individuals share their experiences and coping strategies, said Wentz.
Encourage self-care
Remind employees to practice self-care and find a balance by taking time away from news and social media. Self-care includes staying connected to families and friends as much as possible, participating in enjoyable activities both social and solitary, said Wentz.
Keep politics out of the office
Employers should strive to maintain a sense of calm in the workplace, said Mark Weaver, an attorney and crisis communications consultant from Ohio."We are in a very divided time in America," he said. "Nobody needs reminders that we have different political views. Employees prefer a workplace where we don't argue about politics and the most controversial thing we talk about is what to order for lunch. If people need a safe space to share their emotions, they should go talk to their counselor. Work is where you go to make your wages. It's OK to ask someone how they are doing and to have small talk, but the notion of having encounter sessions strikes me as not being consistent with the purpose of work."
But Struck, the venture fund leader, also said bosses should take a stand for their values.
"A lot of employers will be judged, for years to come, on how they responded to this moment," he added. "If any CEO is viscerally passionate about what's happening in the world right now, now would be the time to break with corporate messaging and take a stand. In 2020, there were several causes that encouraged employers to, for the first time ever, take an overt stance on a social issue."
Workers − and bosses − can't hide
Amid an ever-growing global culture, today's employees are not isolated from world events. They feel the burden of distressing news, witness the unjust hurt, and experience the moral fatigue, said Debra A. O’Neal, executive director of the Delaware and New Jersey chapter of the National Association of Social Workers.
"Organizations that understand the impact of trauma and toxic stress on their employees understand that, here too, the organization needs to provide opportunities to support staff," she said. "Organizations that are responsive to these needs create platforms – through emails, town halls or other shared spaces – to acknowledge the impact the events may have on employees, provide resources for employees to access if they need further assistance, and give space for processing and debriefing.”