How to support your employees from marginalised communities during riots

Recently, in the UK and Ireland have experienced significant social unrest, with riots breaking out in various communities. These events have heightened tensions, particularly for individuals from migrant or refugee backgrounds who may already feel vulnerable. As managers in the workplace, it's crucial to recognise the impact this turmoil can have on your team. Employees may be dealing with fear, uncertainty, or direct threats to their safety, all of which can affect their well-being, mental health and performance at work. In this context, it becomes imperative for manager to proactively create a supportive and inclusive environment where all staff, especially those from marginalised backgrounds, feel safe and valued. This article explores practical, evidence-based understandings and strategies that leaders and managers can implement to support their teams during these challenging times.

Reactive Action: 

1. Acknowledge the Unrest: Address the situation openly in communications, showing empathy and understanding of the impact it may have on employees, particularly those from vulnerable backgrounds. Silence can lead to mistrust and fear in staff. 

2. Communicate Available Resources: Clearly inform employees about the resources they can access, such as mental health support, Employee Assistance Programmes (EAPs), and relevant community partnerships. Make sure this information is easily accessible to everyone.

3. Provide Accommodations: Offer flexible working hours, remote work options, or additional leave to those directly affected by the unrest. These accommodations show a commitment to the well-being and safety of all employees during this difficult time.

Proactive Action: 

Emphasising Psychological Safety. 

If you’re fortunate enough to have a psychologically safe team environment, it becomes much easier to identify when employees are in distress. In a culture where people feel comfortable speaking up and being vulnerable, signs of struggle are less likely to go unnoticed. This openness allows managers and colleagues to offer timely support, whether through a conversation, resources, or adjustments to their workload. A psychologically safe environment not only fosters trust and collaboration but also ensures that no one has to face challenges alone. Research by Amy Edmondson highlights that when employees feel psychologically safe, they are more likely to speak up, contribute, and be engaged. Creating a team environment where open communication is encouraged can help alleviate some of the stress and fear stemming from events external to the workplace.

Intercultural Competence:

When tensions rise, differences in cultural perspectives can either deepen divides or, with the right approach, foster unity and resilience. For organisations, investing in intercultural competence is not just about improving communication—it's about creating a workplace where every employee feels understood, respected, and safe, regardless of their background. In moments like these, the need for cultural awareness and sensitivity becomes more urgent to equip team members to hold space for those most affected by social unrest. Studies have shown that when employees and managers are trained to understand and appreciate cultural differences, it fosters a more inclusive workplace. For instance, a study published in the Journal of Occupational and Organizational Psychology found that cultural competence training improves interpersonal relationships and reduces conflicts in diverse teams.

Mental Health Resources: 

While managers and leaders are not directly responsible for their employees' mental health, they play a crucial role in creating an environment where mental well-being is prioritised. An organisation that provides resources for mental health support, such as counselling services, Employee Assistance Programs (EAPs), and stress management workshops, empowers employees to seek help when needed. By promoting and encouraging the use of these resources, leaders demonstrate their commitment to the holistic well-being of their team. This not only helps employees manage their mental health but also fosters a culture of care and support, where individuals feel valued and understood, ultimately leading to a more resilient and productive workplace. 

Research from the Journal of Immigrant and Minority Health indicates that migrants and refugees are at a higher risk of experiencing mental health issues due to trauma and displacement. Offering counselling services or Employee Assistance Programs (EAPs) can provide much-needed support here, especially in times of distress.

Here are some other concrete actions you can suggest:

1. Host regular town hall meetings to address concerns and provide updates.

2. Create safe spaces or support groups where employees can share their experiences and feelings.

3. Implement anonymous feedback channels to allow employees to voice concerns without fear of retaliation.

4. Partner with local organisations that support those affected to offer additional resources and support.

In these challenging times, the need for organisations to unify is needed more than ever, and through the care, consideration and empathy for those affected by the unrest cannot be overstated. By taking immediate action to acknowledge the unrest, clearly communicating available resources, and providing necessary accommodations, companies can create a safe and inclusive environment for all staff. Through intercultural competence and psychological safety, managers and leaders can foster a culture of empathy, understanding, belonging and support. Investing in these measures not only helps employees navigate through periods of uncertainty but also strengthens the organisation as a whole, building a resilient and compassionate workplace that can withstand the good and bad times.