Courage to speak, compassion to act: Ending Islamophobia in the workplace

In November 2023, I wrote a blog about Islamophobia from patients. A year on, I want to focus on another source of hostility: colleagues. 

Whilst it can be deeply uncomfortable to acknowledge, we must accept that colleagues – whether through bias, systemic failings or personal prejudice can perpetuate Islamophobia in the workplace. 

Having a senior pediatric consultant throw his marker pen across the room at me and shouting about “that thing wrapped around your head” was a particularly egregious example of the anti-Muslim hate that I and many of my colleagues have faced and continue to face in the workplace from our colleagues. That “thing” he was referring to is my hijab – a part of my identity that I wear with pride became the target of aggression and ridicule. My colleagues, all of whom had witnessed this act of discrimination, remained silent.

Whilst deeply distressing, what compounds the distress of these incidents is how our colleagues react – or don’t react. Invariably, the response when colleagues who have witnessed these behaviours or had the encounter shared with them is silence. Silence in the face of aggression, discrimination and targeting often feels like complicity.

Islamophobia in society 

Almost two in five religious hate crimes are against Muslims – the largest of any other religious community. Islamophobia has deep roots in society and the UK Islamophobic riots in August 2024 underscored how pervasive and systemic anti-Muslim hate remains in society and has been simmering for many years. There was reluctance to name the attacks on mosques, Muslim-owned businesses and Muslims (or those perceived to be Muslims). The impact on GP practices was also significant. To help mitigate risks against marginalised patient groups and colleagues who identified as Muslims, practices shifted to fully remote working and closed premises early to safeguard their staff and patients. 

The growing polarisation of geopolitical views within UK society and internationally inevitably seeps into the workplace and contributes to toxicity Muslims face because anti-Muslim hatred doesn’t stop at the door of the GP practice or any other healthcare setting. In the NHS, Muslims are referred to Prevent eight times more often than non-Muslims. 

There is no escaping the fact that the NHS, its patients and colleagues are made up of people who are a microcosm of wider society. What we experience as healthcare professionals reflects the attitudes and biases of the society and communities we serve. 

November 2024 marks Islamophobia Awareness Month with the theme “Seeds of Change” inviting us to reflect and act. 

How can you be a seed of change in your workplace?

So, what does this mean? To me, it means having the principles and values of courage, integrity and compassion.

• Courage: to speak up when you witness discrimination or when a colleague is sharing a traumatic experience. Even if not perfect, saying something is always better than saying nothing.
• Integrity: to be consistent and align your words with your actions. Performative allyship or private outrage will not contribute to wider societal shifts in acknowledging the scale of the problem of Islamophobia. To be an ally, there has to be active and consistent support in advocating for those who lack the agency, power, and privilege to change things for themselves.
• Compassion: to listen and empathise with your Muslim colleagues. Accept what they have shared with you and understand that these are not instances that can be dismissed or downplayed with comments such as “I’m not sure it was meant in that way” or “Are you SURE that happened?” Small acts of kindness can have a profound impact.

How can our organisations be seeds of change?

However, change doesn’t come solely from individuals, it requires systemic shifts and collective action. To create a culture of inclusion, there are multiple components, but these can include:

• Fostering allyship through action – As an organisation, work should be undertaken to actively challenge harmful comments, embed a reporting mechanism for any incidents of hate, amplify the voices of marginalised colleagues and stand in solidarity with those affected.
• Centering Muslim voices – Creating platforms for Muslim colleagues to share their experiences and lead conversations ensures that change is guided by those who are most affected by anti-Muslim hate.
• Embedding accountability – Whilst the development of policies is a welcome step to progress towards equity, these policies should be actively enforced, and leaders must set the tone of modelling inclusive behaviours.

As GPs, we pride ourselves on being embedded within the communities we live, work and serve. We strive to foster a culture of inclusion and safety for our patients and must extend this to our colleagues. By committing ourselves to being the seeds of change in our workplaces and communities, we can strive towards an equitable society for all.