We are experiencing an alarming increase of antisemitism against Jewish individuals. This ranges from verbal harassment and intimidation to physical violence and destruction of Jewish property. There also is an increase in individuals who acknowledge harboring antisemitic views. Painful stereotypes about Jews persist.
What happens outside the workplace may affect the comfort level of Jewish employees at work; indeed, an increasing number of Jews report concealing, or at least not revealing, their Jewish identity. As for antisemitic views, individuals don’t park them before entering the workplace so such views may result in harassing conduct as well as implicit or explicit bias in decision making.
Addressing antisemitism should be one aspect of the mosaic of an employer’s efforts to increase inclusion. Sometimes that begins with the acknowledgment that antisemitism still exists.
Learning Objectives:
|
Jonathan A. Segal
Partner
Duane Morris, LLP
Connect Online with this Speaker
     |
Jonathan is a partner at Duane Morris LLP in its Employment Group. He also is the Founder and managing principal of the Duane Morris Institute, which provides training on employment issues to HR professionals, in-house counsel and other leaders.
The core of Jonathan’s practice is helping employers maximize legal compliance and minimize legal risk with regard to harassment, discrimination, retaliation and reasonable accommodations.
Over the past few years, Jonathan has focused on religion in general and antisemitism in particular. In addition to helping clients, Jonathan has delivered a number of talks on antisemitism on behalf of the EEOC as well as to field directors of the EEOC.
Jonathan has provided training to federal judges and other members of the federal judiciary on various employment issues for more than 20 years.