/Research Reveals Significant Concerns Among Jewish Employees About Antisemitism in the Workplace
– Over 70% of Jewish employees refrain from addressing antisemitism at work due to uncertainty in reception
– A gap exists between organizations’ commitments to diversity and actual support for Jewish issues
– Pearn Kandola highlights the disconnect in DEI responses to antisemitism amid a rise in workplace incidents
A recent study conducted by business psychology consultancy Pearn Kandola has found that more than seven in ten Jewish employees have avoided raising concerns about antisemitism due to uncertainty regarding how those concerns would be received. The research indicates a troubling disconnect between organizations’ declared commitments to diversity, equity, and inclusion (DEI) and the experiences of Jewish employees.
The survey, which included 1,002 Jewish participants, revealed that while 87% agreed their organization clearly expressed a commitment to combating racism and discrimination, 75.5% reported inconsistency in their organization’s DEI approach concerning antisemitism. Moreover, an overwhelming 70.8% admitted to hesitating in bringing up antisemitism for fear of negative reception, with only 15.9% feeling empowered to voice these concerns.
These findings expand upon Pearn Kandola’s previous research from 2024, which highlighted a nearly 50% increase in antisemitism in the workplace since October 2023. Participants from that research noted feelings of misunderstanding and uncertainty about their employers’ acknowledgment of their concerns, leading to growing reluctance to openly express their Jewish identity at work.
In May 2026, Pearn Kandola hosted Antisemitism at Work Week, a series of webinars aimed at addressing antisemitism in the workplace. Jewish participants reported a lack of responsiveness from DEI teams, prompting further investigation into whether these sentiments represented a broader organizational issue.
The new research underscores that while DEI teams may actively engage with issues of racism and discrimination, Jewish employees often do not receive the same level of recognition or support when it comes to discussions of antisemitism. Notably, 83% of respondents acknowledged that their organization’s DEI function was visibly active on racism and discrimination issues.
Interviews conducted as part of the research revealed that the arguments employed to downplay antisemitism frequently mirror those used to dismiss other forms of racism. These include denial, questioning the discriminatory nature of incidents, rationalizations for behavior, and treating concerns as misunderstandings. Alarmingly, some of these dismissive responses came from DEI functionalities, which are originally intended to challenge discriminatory practices.
Professor Binna Kandola OBE, Co-founder and Senior Partner at Pearn Kandola, addressed the serious implications of these findings. “One of the most striking findings was that the arguments used to minimise antisemitism were the very same arguments that have long been used to dismiss racism. These are arguments that DEI professionals should recognise and challenge, yet Jewish employees were encountering them from the very people responsible for promoting inclusion.”
The research cautions that organizations should not presume a general commitment to equality necessarily implies expertise or interest in addressing antisemitism. The study argues that certain widely employed frameworks, particularly those focused solely on power dynamics, may hinder the acknowledgment of Jewish vulnerability, allowing stereotypes about Jewish influence and success to persist unchallenged.
Pearn Kandola has suggested six actionable recommendations for organizations aiming to respond to these issues more effectively. These include conducting independent reviews of DEI practices, developing specialized knowledge surrounding antisemitism, distinguishing between representation and inclusion, clarifying the function of Employee Resource Groups, implementing organizational listening within DEI capabilities, and encouraging reflexive practice amongst DEI teams to question their own biases.
Professor Kandola emphasized the importance of these measures, stating, “DEI has an essential role to play in creating fair workplaces. But any function concerned with reducing bias must also recognise its own capacity for bias. Strengthening DEI means being willing to examine where established methods, models or assumptions are preventing people from being heard.”
The full report, “Yes but…”: Antisemitism and the Limits of Workplace Inclusion, is available for download on Pearn Kandola’s website.
