How can we expect our Black colleagues not to feel the impact of ongoing police brutality?
How can we expect our Palestinian, Jewish, Ukrainian, Russian, Sudanese, and other colleagues with families imperilled by war not to feel the weight of conflict?
(Let us remember, as we reflect on this, that people are not the same as their governments.)
How can we expect our female colleagues not to feel the impact of laws overturning their reproductive rights?
Workplaces are no longer isolated from the societal challenges shaping the lives of their employees. As issues of racial injustice, armed conflict, and systemic inequities persist, they inevitably ripple into the professional environment, affecting morale, productivity, and emotional well-being.
Organisations must adapt to this reality. We must create spaces where colleagues feel supported, understood, and safe to process their emotions. Pretending that societal challenges stop at the office door is not only unrealistic but also dismissive of the humanity of our teams.
Recognising the Weight of Lived Experiences
Every employee brings their lived experiences into the workplace—experiences shaped by their identity, background, and the systemic forces acting on them.
These experiences, especially when rooted in trauma, cannot simply be “left at home.”
Expecting employees to perform as though they are immune to external events is not only unkind but also detrimental to workplace inclusivity.
For example:
- A Black colleague grappling with news of another police brutality incident may feel distracted, distressed, or even retraumatised.
- A Palestinian or Ukrainian colleague with family in conflict zones may struggle with guilt, fear, or helplessness as they read headlines or speak with loved ones.
- A female colleague living in a jurisdiction where reproductive rights have been overturned may feel anger, fear, or anxiety about her own future.
These experiences are not distractions; they are realities. Ignoring them risks creating workplaces where employees feel unseen, undervalued, and unsupported.
What Can Organisations Do?
- Acknowledge, Don’t Avoid:
Silence on societal issues can come across as indifference.
Leaders should acknowledge significant events and their potential impact on employees.
A simple statement of solidarity can go a long way in showing care and understanding. - Create Safe Spaces for Dialogue:
Establish forums where employees can share their thoughts, experiences, and feelings in a supportive, non-judgmental environment. These spaces can help foster empathy and connection across diverse teams. - Provide Mental Health Support:
Ensure access to resources like counselling or employee assistance programmes. Normalising the use of these resources can reduce stigma and encourage employees to seek help. - Educate and Empower Leaders:
Train managers to recognise signs of distress, support affected team members, and create a culture of inclusivity and respect. - Build an Inclusive Culture:
Organisations should actively work to dismantle systemic inequities within their own structures while advocating for equity and justice in the wider world.
A Call to Action
Organisations have a responsibility to ensure their workplaces are environments of care, not indifference. It is not enough to offer performative support or “thoughts and prayers.” Employees deserve tangible action, rooted in compassion and an understanding of the challenges they face.
Because ultimately, we cannot expect our colleagues, whether Black, Palestinian, Jewish, female, or from any other marginalised group, to set aside their humanity to fit into a workplace that refuses to see it.
It’s time to reimagine workplaces not as isolated bubbles, but as communities that acknowledge and embrace the lived experiences of everyone within them.
Let’s commit to building workplaces where humanity, empathy, and support are foundational, not optional.