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HOW DEI IS FAILING JEWISH WORKERS IN THE ERA OF RISING ANTISEMITISM
By
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Published Feb. 3, 2024, 8:00 a.m. ET
Activists march in front of the New York Times headquarters in early November.
The protest is just one of many high-profile demonstrations at major
corporations nationwide in the wake of the Hamas attack on Israel in October.
Since then, the subsequent rise in antisemitism in offices nationwide that has
left many Jewish workers feeling unsafe. AP
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NYPD
Rising antisemitism on US college campuses has dominated headlines since the
Hamas attack on Israel last October 7.
But the world’s oldest hatred isn’t just manifesting in academia, it’s become
rife across the workplace, as well. A widely circulated survey from late 2022 of
1,131 US hiring managers found that 26% of recruiters “say they are less likely
to move forward with Jewish applicants.” Some 17% of hiring managers went as far
as to admit that their company’s management “told them not to hire Jews.”
As for employees, a late 2022 survey of more than 11,000 workers by the academic
journal Socius found that more than half of all Jewish respondents reported
experiencing discrimination in the workplace. And this was before the Hamas
attack — and the accompanying 360% rise in antisemitic incidents across America
in the months that followed.
Tensions over the Israel-Hamas conflict have infiltrated companies nationwide as
both employees and corporate leaders take public stands over the war in Gaza.
While hundreds of firms have condemned the Hamas attack, many of their employees
have been far less sympathetic towards Israel. And the resulting discord has
been as fraught as it’s been public.
10
A protest by workers at the San Francisco headquarters of Google was just one of
many high-profile examples of inter-office conflict at the tech giant in the
wake of the Hamas attack on Israel last October 7th. REUTERS
At Google, for instance, Israeli and Jewish employees decried antisemitic
comments posted in company messaging channels, while Google’s San Francisco
headquarters was the scene of protests by pro-Palestinian activists. At
Starbucks, company leadership took the extraordinary step of suing their own
workers’ union over pro-Palestinian posts on its social media account.
High-profile editors quit The New York Times, critical of the paper’s coverage
of the Gaza conflict, while a group of pro-Palestinian media workers occupied
The Times’ Manhattan headquarters in early November. Post October 7th, the
workplace has become a battleground — and Jewish employees have been caught in
the crossfire.
Unsurprisingly, Jewish professionals are scared – fearful of speaking out over
concerns for their safety and career prospects. Yet they also feel alone, denied
the structural support of formalized anti-discrimination policies available to
other minority groups.
The New York Post recently spoke with Jewish professionals in a range of
industries — along with academics and policymakers focused on office culture and
antisemitism. That so many requested anonymity for fear of retribution
illustrates the insecurity felt by many Jews today.
10
DEI programs create a sense of ethnic hierarchy that always seems to leave Jews
in last place. Dzmitry – stock.adobe.com
10
Although holidays celebrating other minority groups such as Juneteenth for
African Americans receive widespread corporate and institutional support,
similar levels of recognition are not afforded to Jews. Khurram Shahzad –
stock.adobe.com
Much of the blame can be traced to corporate Diversity, Equity, and Inclusion
programs, or DEI, which gained traction in the wake of the death of George Floyd
in 2020. Within two years, 75% of companies in the S&P 500 had a Chief Diversity
Officer, up from less than 50% in 2018. In 2022, the total DEI industry was
valued at nearly $10 billion.
Despite years of rising antisemitism, corporate DEI departments were caught
unprepared for the current surge in hatred towards Jews. This is hardly
surprising. “DEI initiatives… in corporate America have failed to take into
consideration the needs of Jews,” says Ben Thwaites, Director of the Forum for
Jewish Leadership. “Too often,” he continues, “other minority groups are
advanced at the expense of Jewish workers.”
Such sentiments anchor the experiences of Jews in offices nationwide. Take
Rebecca, who works at a Manhattan social media company. The problem, she said,
isn’t that DEI is entirely without merit. Rather, the DEI mindset appears unable
to “provide equitable support to all minority groups at the same time.”
The benefits of workplace DEI, Rebecca added, tend to flow mostly toward
“minority groups with broadly accepted histories,” such as women and African
Americans. And this has left many Jews feeling abandoned by corporate
leadership.
10
Adam Neufeld of the Anti-Defamation League, says many large companies have begun
to integrate antisemitism into existing DEI strategies. ADL
Race-based affinity groups are a perfect example of this inequity. According to
a McKinsey report, some 90% of Fortune 500 companies now have “employee resource
groups,” which provide minority workers “safe spaces” to seek and share support.
But because “we don’t fit neatly into most social justice boxes,” said Rebecca,
these groups rarely exist for Jews.
Such lack of clarity has real-world consequences, explains Eliza, who works for
a Manhattan-based tech start-up. She experienced odd looks and blank stares from
her non-Jewish colleagues when she joined a company-wide DEI group at her
previous employer as an outwardly appearing Orthodox Jewish woman.
“The DEI group…was set up…around the same time as the surge of the Black Lives
Matter movement,” she said. “I joined to remind everybody that there’s also
antisemitism in the world. I don’t think people recognized it as they see Jews
as very privileged, consisting mostly of white males, which I am not.”
10
After Starbucks’ Workers Union espoused pro-Palestine sentiments, Starbucks took
the unusual step of suing the union in response. AP
In the case of Naomi, a vice president of investor sales at a TriBeCa financial
services firm, her company’s Jewish affinity group was relegated to a sort of
second-class status. “We were barred from creating an official Jewish employee
resource group because being Jewish is seen as …more of a religion” than a race,
she explains. “That meant we were still required to get HR and DEI approval to
put on events — and had to cover the costs of those events ourselves — but we
never received official status as a group, while other minorities did.”
After antisemitic incidents tripled in the US following the Hamas attack, Jewish
leaders — most notably billionaire investor Bill Ackman — called for DEI
programs to be dismantled. But others took a more measured approach, requesting
that antisemitism be woven into existing DEI strategies. But such requests, say
many workers, have fallen on deaf ears.
Some of DEI’s shortcomings seem to be structural — if not by design. Take
anti-harassment training, which is crucial for keeping workers safe. According
to Janessa Mondestin, a DEI expert and Executive Director at Hire 4 Higher HR
Consulting, existing “anti-harassment training…is lackluster and archaic…
generally focused on sexual harassment for compliance,” she said. “It should
include the complexity of diversity, including religious observances.” Most of
the time it does not.
10
The post on the Starbucks Workers Union X page which called for the Union’s
solidarity with Palestine. Twitter/Starbucks Workers United
10
According to DEI expert Janessa Mondestin, anti-harassment training in many
corporations is overly focused on sexual harassment and fails to account for
potential incidents based on religious observance. LinkedIn
Then there is the issue of safety, which can also fall under the purview of DEI
departments. Caroline, a Long Islander who works at a European luxury fashion
house, said her firm failed to take action in January after “someone who was
Jewish… was attacked outside of the office.”
“The company did nothing to make us feel safer until I rallied a group of Jewish
employees to approach our DEI office,” she explains. “Tepid,” is how Caroline
describes her company’s response.
Other Jewish employees say DEI programs have been at the forefront of
perpetuating dangerous — and often untrue — stereotypes dictating that Jews are
white and “oppressors,” and therefore ineligible for the benefits offered by
DEI.
10
Prof. Shai Davidai of Columbia University is not calling for DEI to be ended.
But he bemoans the arbitrary ways in which its philosophies and policies are
implemented — especially when it comes to Jewish students and workers. Stefano
Giovannini
Adam Michaels, founder and CEO of employee benefits platform Enrollify, who’s
written repeatedly on workplace antisemitism since the October 7th attack calls
this thinking “abhorrent.” But Michaels is not surprised. “Those in charge of
DEI programs seem to be the same ones justifying the actions of Hamas as
“oppressed freedom fighters” and categorizing Jews as “colonial oppressors,” he
said.
Benjy, a product manager from New Jersey working at a large payments technology
company, echoes Michael’s sentiments. “The ultra-left views us as white
oppressors, but the ultra-right don’t view us as white at all,” he said. With
some 20% of all Jewish households now containing non-white members, such
thinking is clearly outdated.
“There may be a separation between what happens in the US college campuses and
what happens in the real world, but universities are training grounds for
everyone who goes into the real world,” Davidai said.
Clay Travis explains how DEI is at the root of antisemitism on college campuses
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Shai Davidai, an Israeli American professor of management at Columbia Business
School, has been outspoken about the surge of antisemitism on college campuses,
but he notes that “universities are one of the main employers in the US.”
Davidai, who has been in academia for 13 years, reiterated that he supported the
premise that companies should be diverse, inclusive, and safe, but he bemoaned
the selective ways in which DEI principles have been imposed.
He cites late January’s International Holocaust Remembrance Day as a perfect
example of this inconsistency. Most companies today offer robust programming
around ethno-specific “history months” or notable race-based holidays, such as
Juneteenth or Cinco de Mayo. But, observes Davidai, little of the same attention
is afforded to major Jewish events.
10
Bill Ackman is one of many high-profile Jewish leaders who’ve called for the
dismantling of DEI. REUTERS
“You’d think that would be the focus of DEI officers,” he said. “But I don’t
recall seeing many big companies or universities come out with a statement about
International Holocaust Remembrance Day.”
With both antisemitism and the scrutiny over DEI continuing to rise, the
question for many Jewish leaders is what happens next. Even before October 7th,
major corporations such as Google and Meta were already reducing their DEI
budgets. But with DEI unlikely to disappear anytime soon, Adam Neufeld, senior
vice president and chief impact officer at the Anti-Defamation League, says many
large companies have begun to integrate antisemitism into existing DEI
strategies.
Over 250 organizations – “from Google to UPS to Accenture to Nascar” — have
signed onto ADL’s antisemitism workplace pledge, says Neufeld, which demands
that “workplaces… incorporate antisemitism in DEI efforts… and support the
development of Jewish employee groups.” The ADL’s goal, Neufeld explains, is to
“create a workplace that is safe, equitable, and inclusive for Jewish and all
employees.”
10
“Those in charge of DEI programs seem to be the same ones justifying the actions
of Hamas as ‘oppressed freedom fighters’ and categorizing Jews as ‘colonial
oppressors’,” says Adam Michaels.
73
What do you think? Post a comment.
But as the war in Gaza rages on, that safety remains far from guaranteed as long
as Jews fail to secure the privileges and protections afforded to every other
minority group in America. “You’re always the oppressed or an oppressor within
[the DEI] prism,” says Benjy, the fintech product manager from New Jersey. “But
as Jews we always seem to fall outside of the boundaries of DEI.”
Jonathan Harounoff is a writer and Director of Communications at The Jewish
Institute for National Security of America (JINSA).
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BROWSE COVERS
A protest by workers at the San Francisco headquarters of Google was just one of
many high-profile examples of inter-office conflict at the tech giant in the
wake of the Hamas attack on Israel last October 7th. REUTERS
DEI programs create a sense of ethnic hierarchy that always seems to leave Jews
in last place. Dzmitry - stock.adobe.com
Although holidays celebrating other minority groups such as Juneteenth for
African Americans receive widespread corporate and institutional support,
similar levels of recognition are not afforded to Jews. Khurram Shahzad -
stock.adobe.com
Adam Neufeld of the Anti-Defamation League, says many large companies have begun
to integrate antisemitism into existing DEI strategies. ADL
After Starbucks' Workers Union espoused pro-Palestine sentiments, Starbucks took
the unusual step of suing the union in response. AP
The post on the Starbucks Workers Union X page which called for the Union's
solidarity with Palestine. Twitter/Starbucks Workers United
According to DEI expert Janessa Mondestin, anti-harassment training in many
corporations is overly focused on sexual harassment and fails to account for
potential incidents based on religious observance. LinkedIn
Prof. Shai Davidai of Columbia University is not calling for DEI to be ended.
But he bemoans the arbitrary ways in which its philosophies and policies are
implemented -- especially when it comes to Jewish students and workers. Stefano
Giovannini
Bill Ackman is one of many high-profile Jewish leaders who've called for the
dismantling of DEI. REUTERS
"Those in charge of DEI programs seem to be the same ones justifying the actions
of Hamas as 'oppressed freedom fighters' and categorizing Jews as 'colonial
oppressors'," says Adam Michaels.
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interact with it can be used to determine how well an advert has worked for
you or other users and whether the goals of the advertising were reached. For
instance, whether you saw an ad, whether you clicked on it, whether it led
you to buy a product or visit a website, etc. This is very helpful to
understand the relevance of advertising campaigns.
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* MEASURE CONTENT PERFORMANCE 32 PARTNERS CAN USE THIS PURPOSE
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Information regarding which content is presented to you and how you interact
with it can be used to determine whether the (non-advertising) content e.g.
reached its intended audience and matched your interests. For instance,
whether you read an article, watch a video, listen to a podcast or look at a
product description, how long you spent on this service and the web pages you
visit etc. This is very helpful to understand the relevance of
(non-advertising) content that is shown to you.
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* UNDERSTAND AUDIENCES THROUGH STATISTICS OR COMBINATIONS OF DATA FROM
DIFFERENT SOURCES 43 PARTNERS CAN USE THIS PURPOSE
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Reports can be generated based on the combination of data sets (like user
profiles, statistics, market research, analytics data) regarding your
interactions and those of other users with advertising or (non-advertising)
content to identify common characteristics (for instance, to determine which
target audiences are more receptive to an ad campaign or to certain
contents).
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* DEVELOP AND IMPROVE SERVICES 48 PARTNERS CAN USE THIS PURPOSE
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Information about your activity on this service, such as your interaction
with ads or content, can be very helpful to improve products and services and
to build new products and services based on user interactions, the type of
audience, etc. This specific purpose does not include the development or
improvement of user profiles and identifiers.
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* USE LIMITED DATA TO SELECT CONTENT 17 PARTNERS CAN USE THIS PURPOSE
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Content presented to you on this service can be based on limited data, such
as the website or app you are using, your non-precise location, your device
type, or which content you are (or have been) interacting with (for example,
to limit the number of times a video or an article is presented to you).
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ACTIVELY SCAN DEVICE CHARACTERISTICS FOR IDENTIFICATION 10 PARTNERS CAN USE THIS
PURPOSE
Actively scan device characteristics for identification No Consent
With your acceptance, certain characteristics specific to your device might be
requested and used to distinguish it from other devices (such as the installed
fonts or plugins, the resolution of your screen) in support of the purposes
explained in this notice.
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ENSURE SECURITY, PREVENT AND DETECT FRAUD, AND FIX ERRORS 54 PARTNERS CAN USE
THIS PURPOSE
Always Active
Your data can be used to monitor for and prevent unusual and possibly fraudulent
activity (for example, regarding advertising, ad clicks by bots), and ensure
systems and processes work properly and securely. It can also be used to correct
any problems you, the publisher or the advertiser may encounter in the delivery
of content and ads and in your interaction with them.
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MATCH AND COMBINE DATA FROM OTHER DATA SOURCES 38 PARTNERS CAN USE THIS PURPOSE
Always Active
Information about your activity on this service may be matched and combined with
other information relating to you and originating from various sources (for
instance your activity on a separate online service, your use of a loyalty card
in-store, or your answers to a survey), in support of the purposes explained in
this notice.
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LINK DIFFERENT DEVICES 34 PARTNERS CAN USE THIS PURPOSE
Always Active
In support of the purposes explained in this notice, your device might be
considered as likely linked to other devices that belong to you or your
household (for instance because you are logged in to the same service on both
your phone and your computer, or because you may use the same Internet
connection on both devices).
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DELIVER AND PRESENT ADVERTISING AND CONTENT 53 PARTNERS CAN USE THIS PURPOSE
Always Active
Certain information (like an IP address or device capabilities) is used to
ensure the technical compatibility of the content or advertising, and to
facilitate the transmission of the content or ad to your device.
List of IAB Vendors | View Illustrations
IDENTIFY DEVICES BASED ON INFORMATION TRANSMITTED AUTOMATICALLY 40 PARTNERS CAN
USE THIS PURPOSE
Always Active
Your device might be distinguished from other devices based on information it
automatically sends when accessing the Internet (for instance, the IP address of
your Internet connection or the type of browser you are using) in support of the
purposes exposed in this notice.
List of IAB Vendors
USE PRECISE GEOLOCATION DATA 26 PARTNERS CAN USE THIS PURPOSE
Use precise geolocation data No Consent
With your acceptance, your precise location (within a radius of less than 500
metres) may be used in support of the purposes explained in this notice.
List of IAB Vendors
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