Employment Tribunal Sanctions Anti-Semitism
Having just finished reading the lengthy judgment in the case of Ronnie Fraser v The University and College Union, I want to comment briefly on the Employment Tribunal’s response to the allegation of anti-Semitism in the UCU; and to the claim that Israel is a non-contingent aspect of Jewish identity.
Anti-Semitism was the crux of Fraser’s case. His complaint against the UCU was that the union had created a hostile environment for him as a Jewish member (‘Jewish’ being a “protected characteristic” under s. 26 Equality Act 2010) by engaging in unwanted anti-Semitic conduct. He complained that the unwanted anti-Semitic conduct, which included not only speech but also acts and omissions, was due to a prevailing culture and attitude in the union that was informed by contemporary anti-Semitism. His written complaint, drafted by Anthony Julius who is renowned for his scholarly knowledge and innate understanding of anti-Semitism, went to great lengths to explain how and why forms of hostility to Israel and Zionism amount to contemporary anti-Semitism. The written complaint also explained that there have always been anti-Semitic Jews, as well as Jews who are ready to make common cause with anti-Semites, so that Jewish support for irrational hostility to Israel does not make it any the less anti-Semitic.