The Brandeis Center hosted a webinar earlier this month entitled “Anti-Semitism in the Workplace.” Panelists discussed the effects of anti-Semitism in the corporate world and the role it plays in current trends and perceptions, specifically within Diversity Equity and Inclusion (DEI) training and accommodations. . Brandeis Center Founder and Chairman Kenneth L. Marcus served as moderator. The panelists included: Holly Huffnagle, American Jewish Committee U.S. Director for Combating Antisemitism Jonathan A. Segal, Partner at Duane Morris LLP and Managing Principal at the Duane Morris Institute Craig E. Leen, Partner at K&L Gates LLP and former director of the Office of Federal Contract Compliance Programs (OFCCP) Brandeis Center President Alyza D. Lewin also participated in the Q&A section. . After a brief introduction, Huffnagle provided background on the behavioral changes recorded in American Jews in the workplace: four in ten Jewish adults have changed their behavior at least once due to fear, 40% of US adults have reported seeing anti-Semitism, and 30% have reported seeing it more than once. There is an unfortunate disconnect in the workplace, which begins with a deep-rooted misunderstanding in who Jews are. Huffnagle urged for anti-Semitism to be discussed within DEI spaces and training. The flawed presumption that Jews are “white and privileged” has resulted in anti-Semitism to be extremely overlooked as Jews are perceived to be superior and having too much power. Anti-Semitism oversight is society’s blind spot that propels toxic and biased company culture. . Segal spoke about conscious anti-Semitism and how it impacts workplace stereotyping and organizational dismissiveness. Workplace accommodations tend to be treated differently for Jewish individuals – who must explain and reexplain their need for holiday or Sabbath observance. Jewish employees can be harassed via jokes or comments pertaining to wealth, power, Holocaust denial, the Middle East, and many other detrimental stereotypes. As these factors compound, there is an evident need for implementing anti-Jewish bias training in the workplace. . Leen highlighted the problems caused by the normalization of anti-Semitism in the workplace. He reiterated that religious accommodations must be taken just as seriously and with the same gravity as disability accommodations. Anti-Semitism in the workplace is a significant problem and proactive measures must be in place to protect Jewish professionals. These standards must be upheld in the highest regard and granted equally across the board. . In the webinar’s final Q&A section, Kenneth L. Marcus asked the group why some corporations have done the right thing while others have not. Huffnagle suggested it depends on a company’s leadership –being willing to ask hard questions and strive for more equitable outcomes. By seeking input from Jewish employees when creating new policies or restructuring current ones, leadership can leverage their unique perspective to propel improvement. Segal added that employees must listen rather than be defensive, be willing to integrate new training, and strive to do the trivial things that will ultimately go a long way in forging bridges. Sometimes when anti-Semitic incidents occur, discussion during their aftermath leads to improvements. Leen emphasized the need for DEI programs to include religion – with the understanding the Jews are both a people and a religion – an “ethno-religion.” He lamented the fact that, compared to other groups, Jews are often over-generalized as a falsely monolithic group to fit arbitrary stereotypes. . This webinar is part of the Brandeis Center’s corporate initiative and part of our support for the Shine A Light campaign.