The convergence of several developments have inspired me to address a significant gap in most diversity, equity and inclusion (DEI) initiatives — namely, the omission of Jewish employees.
These developments include a surge in antisemitism amid
This particular book resonated with me because in it, Baddiel examines the marginalization of
These observations and insights factor into how we should all be thinking about work, and inclusion. There's an urgency to dismantling oversimplified approaches that rely on intersectional hierarchies of oppression and privilege designed to level the playing field. Proponents of DEI initiatives are urged to adopt a more nuanced understanding, recognizing that true diversity extends beyond conventional narratives and includes all groups that may feel attacked or marginalized.
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The real challenge that DEI proponents face as they seek to create an inclusive strategy is their own biases around what diversity is and who "deserves" to be included. Unfortunately, all too often DEI programs are envisioned and established through a one-dimensional lens. Addressing these limitations is crucial for rectifying the exclusion of Jewish experiences from DEI conversations, despite the often misperceived notion that the group is well-represented among those deemed successful.
This call for a more nuanced understanding is not only a response to the recent surge in antisemitism, but also a broader appeal for comprehensive inclusivity that embraces the complexities of individual identities and experiences. To achieve true diversity, equity and inclusion, DEI initiatives must transcend oversimplified narratives and actively work toward creating environments where all voices, including those who defy conventional narratives, are acknowledged and valued.
More than a religious group
Jewish identity transcends a singular religious classification, encompassing a multifaceted sense of peoplehood that extends beyond religious beliefs. While Judaism constitutes a vital aspect of Jewish identity, including shared beliefs, practices and traditions, being Jewish also involves cultural, ethnic and historical dimensions. Individuals identifying as Jewish may do so irrespective of religious adherence, acknowledging a broader connection to Jewish culture, history and community. The shared experiences of Jewish people, such as historical challenges and a connection to Israel, contribute to a comprehensive sense of identity that goes beyond religious boundaries, emphasizing the complexity and richness of being Jewish.
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One of the primary reasons I believe Jews have been excluded from DEI initiatives thus far, despite representing less than 2% of the total population, lies in the assumption that Jews do not face significant oppression or marginalization both within and outside of the workforce.
While it's true that Jewish communities have had notable contributions in fields such as finance, law, academia, entertainment and media, it's crucial to recognize there is significant diversity within the Jewish community in terms of industry and level of achievement. When it comes to DEI, any observation of representation should consider factors such as education, geography, historical context and individual choices rather than attributing trends to a specific religious or ethnic identity that would cause them to be excluded. Furthermore, generalizations about entire groups can perpetuate the very stereotypes and oversimplification of complex socio-demographic trends that DEI initiatives are attempting to eliminate.
Despite antisemitism being one of the oldest and most consistent examples of hate throughout history, Jews have faced discrimination that has evolved from religious persecution, such as during the Roman and Spanish Inquisition eras, to racial prejudice during the Nazi era, culminating in Hitler's "Final Solution" to create a Jew-free Aryan race.
As discrimination by religion and race has fallen out of vogue, today's antisemitism has taken the form of anti-Zionism, ostensibly critiquing Israeli policies but becoming controversial when it denies the legitimacy of Jewish self-determination. The claim that anti-Zionism isn't antisemitism is challenged by instances of overtly hateful rhetoric, such as chants like "gas the Jews" and calls for violence of a "global intifada," blurring the line between political criticism and anti-Jewish sentiment.
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This oversight in understanding diverse experiences within the Jewish community perpetuates exclusion in DEI initiatives. The paradox for Jews lies in contradictory stereotypes, being deemed "too white" by the far left while facing rejection as "not white enough" by the far right. They are deemed Marxists by those who are capitalistic and greedy by those with socialist beliefs. And while on some level this reflects the irrationality inherent in antisemitic rhetoric that targets Jews from various angles, it also reflects the diverse personas within a Jewish nation that is extraordinarily diverse with various geographic, racial and socioeconomic backgrounds, each with its own set of challenges. Ignoring this diversity erases the richness of Jewish experiences and perpetuates a form of invisibility — causing pain and a sense of isolation.
By omitting Jewish voices, DEI initiatives inadvertently reinforce stereotypes and contribute to the perpetuation of misconceptions. Addressing this failure is essential for dismantling stereotypes and fostering a more inclusive understanding of diversity. Excluding Jews from DEI conversations means missing out on valuable opportunities for learning and growth, since Jewish experiences offer unique insights into the complex interplay of identity, oppression and privilege. Embracing these experiences enriches the overall narrative of diversity. A DEI initiative that fails to include Jews loses credibility in its claim to create an inclusive environment for all.
Here is what a nuanced
Recognize the complexity of Jewish identities
Acknowledge diversity within the Jewish community, encompassing various ethnicities, races, genders and socio-economic factors. Avoid oversimplification to embrace the richness of Jewish experiences.
Challenge assumptions and stereotypes
Encourage open and honest dialogue within the workplace to challenge assumptions and stereotypes about Jewish identity. Establish educational programs that delve deeper into understanding the multifaceted aspects of diversity.
Integrate Jewish perspectives into DEI policies
Ensure that DEI policies explicitly address the unique concerns of Jewish employees. This integration fosters an inclusive environment where Jews feel acknowledged, valued and included.
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Collaborate with Jewish ERGs
Engage with
Jewish-focused employee resource groups (ERGs) to gain insights into the specific needs and challenges faced by the Jewish community within the organization. This collaboration promotes a more informed and inclusive approach to DEI initiatives.Condemn antisemitism and terrorism
As highlighted by ADL CEO Jonathan Greenblatt, condemn antisemitism and terrorism unequivocally. Leaders at all levels should use their platforms to denounce hate and terrorism, reinforcing the commitment to a safe and inclusive environment for everyone. This condemnation is particularly crucial during periods of heightened conflict, such as Israel's current situation with Hamas.
Failure to include Jewish experiences in DEI initiatives is a critical oversight that undermines the core principles of diversity, equity and inclusion. By recognizing the pitfalls of oversimplified intersectional hierarchies and embracing a more nuanced understanding of diversity, organizations can rectify this failure and foster a workplace where every individual feels seen, heard and valued.
As I read Baddiel's book, his insights serve as a poignant reminder that true inclusivity requires a commitment to acknowledging and addressing the unique challenges faced by all communities, ensuring that, indeed, Jews do count in DEI's broader narrative.
