Antisemitism continues to show up in the workplace through communication and behaviors that can be subtle or overt. From microaggressions in the form of offhanded comments and jokes to blatant exclusion and discrimination, Jewish employees often face inequitable hardships in the workplace.
Through training, employers and universities can elevate awareness, change perceptions, and learn how to better recognize, stop, and prevent antisemitism.
What is Antisemitism
Understanding the meaning of antisemitism is essential in building awareness about the detrimental effects of derogatory actions toward Jewish people and communities. The working definition below is the one referenced in the Antisemitism Awareness Act of 2023 as per the International Holocaust Remembrance Alliance (IHRA)
What is the definition of antisemitism?
Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.
Antisemitic Incidents of Harm on Rise
Data shows that antisemitism is on the rise. The Anti-Defamation League (ADL) has reported a significant increase in antisemitic incidents in spaces to include workplaces and university campuses with a 140% increase from 2022 to 2024. In 2024, ADL reported more than 9500 incidents to include harassment/discrimination, vandalism, hate speech, and threats of physical harm. Northwestern University requires students, employees and faculty to participate in Northwestern’s Combatting Antisemitism training, with the option of live onsite learning or online training that includes at 17 minute video as part of a 3-hour program. The university’s training is in place to ensure that Jewish students, faculty and staff experience a safe learning environment, free from bias and discrimination. Rutgers University offers a training program for students and faculty citing that hatred is learned and must be unlearned through education and best practices.
Workplace Impacts Antisemitism
A 2023 study released by the American Jewish Committee found that 30% of working Jewish adults have experienced or avoided situations at work due to concerns about antisemitism. One outcome of the study was the finding that more than 1/4 of all workers interviewed felt unsafe based on their Jewish identity or avoided wearing or displaying any symbols or indication of being Jewish due to antisemitic fears. Some employees may identify as Jewish from a religious standpoint and practice Judaism, while others may have ethnic or cultural ties to a Jewish identity.
As corporate leaders, organizations, and higher education institutions consider their core values and culture, they are seeking out training with tools to disrupt antisemitism and foster a more respectful and informed workplace environment.
Why Workplace Training Matters
Training is a first step in combating antisemitism through awareness and understanding. Diversity Builder offers Disrupting Antisemitism in the Workplace via webinar or onsite at a corporate facility, non-profit, or school. Many instances of antisemitism behaviors are not ill-intended. While these acts may not be intentionally hurtful, they cause harm and often have lasting negative impacts. Misconceptions about Jewish identity, culture, and history can fuel bias, exclusion, and microaggressions. Training creates a collaborative opportunity learn and understand what antisemitism is, the Jewish community, how microaggressions cause harm, the downfalls of an us versus them mentality, challenge biases, disrupt antisemitism and stand up as active bystanders (upstanders) using strategies learned, empowering employees to be active allies.
Key Elements of Effective Antisemitism Disruption Training
- Historical Context and Modern Realities
Training will include an overview of the history of the Jewish people along with the historical roots and causes of antisemitism with specific examples, followed by recent data on antisemitic incidents within workplaces, campuses, and elsewhere. - Challenging Stereotypes, Prejudices, and Microaggressions
Employees will learn how to identify and challenge misconceptions, stereotypes, and microaggressions with regard to one’s Jewish identity. - Recognizing and Mitigating Biases
Employees will learn how to identify biases, self-reflect, question our own assumptions and truths and be provided with specific steps they can take to identify and mitigate bias. - Centering Jewish Voices and Experiences
Diversity Builder’s trainers and will share life stories and lived experiences as it relates to their own personal identity or observed behaviors and communication in the workplace. Sharing actual experiences helps foster understanding and empathy and help participants see the harm that may be caused from monolithic views of Jewish people. - Intersectionality and Inclusion
The workshop will address how antisemitism intersects with other forms of oppression, such as racism, ageism sexism, and classism. This section of the workshop will include the experiences of Jewish people of color, LGBTQIA+ Jews, and others at the intersection of multiple identities. - Allyship and Bystander Intervention
Disrupting Antisemitism in the Workplace will equip employees and managers with the tools to confront and intervene when antisemitic activities or conversations come up at work. Bystander intervention techniques may be used when harmful language is used, when inappropriate humor or harmful jokes are told, or exclusive practices around holidays or employee time off. Employees will have the chance to practice with case studies and workplace scenarios that are relatable to the work performed or common interactions. - Policy and Accountability
Training should be backed by equitable policies. Ensure HR protocols address antisemitism specifically, and that employees understand how to report and respond to harassment, discrimination, or other incidents.
Embedding Training Strategies into Company Culture
Training is the first step in building awareness and tools for use at work. Employers who succeed at combating antisemitism and transforming the workplace culture put short-term and longer-term plans in place to continue the conversation and the work. Diversity Builder has helped build toolkits for use in onboarding with ongoing learning, leadership accountability, and open dialogue. Consider the following action items:
- Incorporate Jewish holidays and observances into internal calendars
- Update employee resource group (ERG) structures to include or support Jewish affinity groups
- Provide managers with specific guidance on religious accommodations and inclusive practices
What is the Antisemitism Awareness Act
The Antisemitism Awareness Act’s goal is to support the Department of Education’s Office of Civil Rights in assessing whether complaints of acts of antisemitism may violate anti-discrimination laws, which fall under discrimination and harassment laws enforced by the EEOC. The Act specifies the working definition of the term, antisemitism, to be the International
Holocaust Remembrance Alliance’s (IHRA) official definition. The original Antisemitism Act of 2023 (H.R. 6090) was first passed on May 1st of 2024 by the House of Representatives of the United States. The 2025 version of the bill (S. 558) was introduced to the United States Senate on February 13, 2025, with the purpose to combat antisemitism at university and college campuses and within communities and the country as a whole.
The IHRA definition of antisemitism is as follows: “a certain perception of Jews, which may be expressed as hatred toward Jews.”
According to the EEOC’s website:
The EEOC defines religious harassment as follows:
As per federal anti-discrimination laws in the United States, it is illegal to harass a person because of their religion.
Examples of Workplace Discrimination and Antisemitism per EEOC
Discrimination in the form of harassment may can include, for example, hurtful, insensitive, and offensive remarks about a person’s religious beliefs or practices.
One-time jokes, teasing, offhand comments, and religious-based incidents are considered illegal discrimination in the form of harassment when they create a
hostile work environment via frequent or severe communication or behaviors that result in an offensive work environment or when it results in an adverse
employment decision, such as the employee or other target of the discrimination being fired or demoted.
The IHRA definition of antisemitism is as follows: “is a certain perception of Jews, which may be expressed as hatred toward Jews.” (Source: Congress.gov)
Training Goals
Disrupting, combating, and stopping antisemitism within workplaces, elementary and middle schools, and college and university campuses is not just about compliance with harassment laws, avoiding claims, and abiding by the EEOC-enforced federal laws and employee handbook. It is about cultivating a workplace where all employees are respected, valued, seen, and heard. Intentional and relevant workplace training focused on lasting outcomes can help organizations move beyond awareness to action, ensuring that antisemitism is addressed and stopped.