New guidance for an old problem: Addressing antisemitism in the workplace

For the past 60 years, Title VII of the Civil Rights Act of 1964 has required employers to prevent, investigate, and remedy antisemitism. As the Equal Employment Opportunity Commission (EEOC) notes, discrimination against Jewish employees crosses many prohibitions—it’s discrimination based on religion and ancestry, and often national origin. As such, it’s subject to a dual set of obligations because an employer must prevent workplace discrimination against Jews and also provide reasonable accommodation for their religious practices and beliefs.

Yet most employer policies and training courses have ignored the subject, and many believe antisemitism doesn’t exist in their workplace. This is more likely a reflection of a lack of understanding of what antisemitism is, rather than a reflection of its absence.

Problem is real and growing

A January 2024 report from Resumebuilder.com presents an even starker picture. Noting that antisemitism has become normalized by high-profile celebrities such as Kayne West and Kyrie Irving, ResumeBuilder.com surveyed 1,131 U.S. hiring managers and recruiters about their views of Jewish individuals and perception of the presence of antisemitism in the workplace. It found “an alarming amount of antisemitism within companies, a great deal of which is considered acceptable.”