Current unrest across the UK mean this is a worrying and frightening time for many. The violence and ongoing threat of further unrest is extremely unsettling, even for those that have not been identified as potential targets.
Although the actions of anti-racism protestors and local communities which came together against the far right on Wednesday evening provided a much-needed show of solidarity for many, the threat of extreme racism has not abated altogether. Indeed, I have read a number of posts on social media in recent days detailing how experiences of racism are a regular occurrence for many. While I was certainly under no illusions about racism’s continued presence in society, this level of insight has been eye-opening.
The situation inevitably poses a number of issues for employers. First and foremost, putting measures in place to ensure staff safety as far as possible has been a key consideration. Over the past week, we have heard of a number of organisations which have recommended employees work from home where possible, particularly if they are based in an area highlighted as a potential target for planned unrest. Others have shut down and boarded up their premises in a bid to protect their business.
But, what happens when individuals do not feel safe continuing to work? Earlier this week, the Independent Workers of Great Britain (IWGB) union contacted ride sharing organisations, including Addison Lee, Bolt and Uber, asking them to compensate drivers who did not feel safe working under the risk of violence from the far right.
The IWGB also called on employers to provide financial assistance to workers whose vehicles were damaged as the result of the unrest, and to provide mental health support to affected employees.
So, what role should employers play? How far does responsibility towards their employees extend? Should they pay employees who feel unable to work due to safety concerns that may be outside of the organisation’s control?
Mental health support is one area in which employers can undoubtedly take the lead. Ensuring staff are fully aware of the support and resources that are available to them and creating an environment in which staff feel comfortable accessing these without fear of judgement or reprisals can be valuable to those in need. This extends beyond those who have experienced the effects of the current unrest firsthand; others may have concerns about family and friends or have been impacted by the participation of loved ones or colleagues. The situation may also be triggering for others who have concerns about the wider impact of events.
Employee networks also come into their own during this time, with some individuals preferring to seek support from their peers. Providing a safe space for employees to come together and support one another may be seen as a lifeline by some.
Of course, this is a situation no one should ever have to find themselves in. Sadly, while ideology such as the far right’s exists, employers will be called upon to safeguard employees within their workplace. At the time of writing, no further plans for unrest had been publicly announced and long may that remain the case. Stay safe.
Debbie Lovewell-TuckEditorTweet: DebbieLovewell
