In today’s workplaces, global events don’t stop at the office door.
The recent antisemitic attack in Bondi Beach, the ongoing war in Gaza, and increasingly polarised political discourse around the world have sparked strong emotions for many people. For some, these events connect deeply to identity, faith, family history, or lived experience. Others feel overwhelmed, unsure what to say, or fearful of saying the “wrong” thing.
At the same time, many organisations actively encourage employees to bring their ‘full selves’ to work, to celebrate diversity, speak openly, and feel psychologically safe.
On paper, this is a powerful aspiration. In practice, it can place HR practitioners and people leaders in a genuinely difficult position.
There are no easy answers, but there are thoughtful, practical ways forward.
Why this feels so hard right now
Workplaces are microcosms of society. When the world feels divided, those tensions inevitably surface at work, sometimes subtly, sometimes loudly.
Many organisations are grappling with questions such as:
- Is it appropriate for employees to discuss political or religious views at work?
- What happens when those discussions upset or alienate others?
- Can silence itself feel like exclusion, particularly during moments of cultural or religious recognition?
For example, diversity and inclusion initiatives rightly encourage recognition of events such as Pride, NAIDOC Week, or religious celebrations like Hanukkah. But in the current global context, even acts of recognition can feel emotionally loaded. Acknowledging one group’s experience can be perceived, rightly or wrongly, as political. Ignoring it can feel equally harmful.
This is the tightrope HR and leaders are now walking.
Whilst the contents of this article do not constitute legal advice, it’s worthwhile to reflect on the framework HR practitioners are operating within.
Australia’s laws covering protection from religious discrimination at work can be confusing, as coverage varies across states as well as federally.
There are different laws at a federal level, and different protections across the states and territories, and this differing level of protections can be confusing.
Furthermore, exceptions to anti-discrimination legislation in different states and territories mean that on the one hand, certain religious bodies and religious schools can discriminate against people by refusing to hire them or terminating their employment, while on the other hand, people in certain states have no protection at all if they are discriminated against because of their religion.
However, broadly speaking in Australia:
- Anti-discrimination laws prohibit conduct that discriminates against or harasses someone based on protected attributes such as race, religion, sex, sexual orientation, gender identity, and more.
- The Fair Work Act also protects employees from adverse action based on political opinion.
- Employers retain the right, and obligation, to address behaviour that breaches workplace policies, causes harm, or creates a hostile or unsafe working environment.
In other words, people may hold and express beliefs, but how those beliefs are expressed at work matters. Respectful intent does not always equal respectful impact.
So how do workplaces navigate this?
While there is no single policy or script that resolves these situations, drawing on a range of credible sources* on this subject, the following practical suggestions may assist employers and HR leaders.
Acknowledge Harm and Be Clear About What Is Not Tolerated
Silence, particularly in response to antisemitism or other forms of hate, can be experienced as indifference or complicity. Clear statements condemning antisemitism, racism, and all forms of discrimination reinforce that such behaviour has no place at work, while also reassuring affected employees that they are seen and supported
It important to be clear on the point that his does not require organisations to take political positions. It requires them to be explicit about behavioural expectations and zero tolerance for hate, harassment, or vilification.
Focus on Behavioural Standards, Not Beliefs
Workplaces are not forums for ideological debate, they are shared environments that require mutual respect.
This means:
- setting clear expectations about respectful communication
- explicitly prohibiting harassment, vilification, and intimidation
- reinforcing that people do not need to agree with one another, but they do need to behave professionally and respectfully
Attempting to police beliefs rarely works. Anchoring expectations to observable behaviour is clearer, fairer, and legally safer.
Create Safe Spaces for Dialogue, With Structure and Support
Encouraging “open dialogue” without guardrails can backfire.
Safe, structured spaces, such as facilitated discussions, Employee Resource Groups, or one-on-one conversations, where employees can raise concerns without fear of judgement or escalation
There is also value in:
- allowing people to step away from conversations that feel unsafe
- offering confidential avenues to raise concerns
- ensuring people are not forced to educate others or defend their identity
Not every conversation belongs in a team meeting or group forum.
Equip Leaders to Intervene Early and Calmly
A recurring risk factor in workplace harm is delay. When leaders avoid uncomfortable moments, issues often escalate.
Leaders need the confidence and skills to:
- recognise when discussions are becoming unsafe or emotionally charged
- acknowledge emotion without endorsing harmful views
- interrupt behaviour respectfully and early
- redirect conversations back to shared values and professional boundaries
These are skills, not instincts, and they require deliberate coaching and development.
The role of Ombpoint in this environment
In a world where global events increasingly enter the workplace, services like Ombpoint play a critical role.
By offering a safe, judgement-free and confidential space, Ombpoint supports employees and leaders to:
- voice concerns they’re unsure how to raise internally
- sense-check conversations before having them
- get coaching on navigating sensitive or emotionally charged situations
- de-escalate issues early, before they become damaging or toxic
In uncertain and confronting times, people don’t need perfect answers, they need somewhere safe to think, talk, and work out a way forward.
Sources
Shinealight.com
Diversity Council of Australia
Culture Plus Consulting
