We are living in deeply troubling times. Across the country, we are seeing a sharp rise in nationalism, hate speech, and racially motivated aggression. The reality is that for many of our Black, Asian, and ethnic minority colleagues, these aren’t just headlines — they are lived experiences.
People are being shouted at in the street. They are afraid to wear cultural dress on public transport. They are receiving abuse online simply for speaking up. And some are now nervous about commuting to or from work, or even walking into their own workplace.
As employers and leaders, we have a duty of care. It is our moral and legal responsibility to protect our people from violence, harassment, and intimidation — whether that happens inside or outside the workplace.
This is a time for practical leadership. The FREDIE principles — Fairness, Respect, Equality, Diversity, Inclusion, and Engagement — must now be lived, not laminated. Here’s what every organisation can do.
Fairness: A Duty to Protect
Fairness begins with ensuring that every employee has the right to feel safe — everywhere their work requires them to be.
Employers should:
– Review travel-to-work safety: Where possible, allow flexible start and finish times so colleagues can avoid unsafe routes or travel in daylight.
– Offer support for those facing abuse during their commute — this might include subsidised transport, carpooling, or providing safe parking near the workplace.
– Encourage staff to report any incidents of harassment or violence, even if they occur outside work hours. Their safety is still your responsibility.
Fairness means not leaving anyone to face danger alone.
Respect: Believe and Support Your People
When an employee experiences racism or intimidation, they need to know they’ll be believed — not questioned or dismissed.
Managers must:
– Respond promptly and compassionately to reports of hate incidents, whether on-site or off.
– Provide emotional and practical support, including access to counselling or employee assistance services.
– Train managers and HR staff in trauma-informed responses, so victims are treated with dignity, not suspicion.
Respect means showing our people that their safety and dignity come before convenience or image.
Equality: Enforce Zero Tolerance
Racism and violence thrive when tolerated, excused, or ignored. Every organisation should have a zero-tolerance policy towards hate crime, harassment, and intimidation.
Employers should:
– Update equality and harassment policies to explicitly cover abuse experienced outside the workplace that affects staff wellbeing or attendance.
– Work closely with police and local authorities if employees are being targeted on their way to or from work.
– Protect victims’ confidentiality and avoid retraumatising them through bureaucratic reporting systems.
Equality means ensuring that no one’s right to work safely is conditional on their ethnicity or background.
Diversity: Representation with Responsibility
When leadership teams are visibly diverse, it sends a clear message that racism has no place in the organisation.
– Ensure diverse representation in decision-making — especially when setting safety or wellbeing policies.
– Encourage staff networks or affinity groups to share experiences and recommend practical safety measures.
– Use internal communication channels to reaffirm solidarity with staff affected by racism, making clear that the organisation stands with them publicly and privately.
Diversity becomes powerful when it shapes action, not just appearance.
Inclusion: Make the Workplace a Safe Haven
For many people, work may be the only place where they feel protected. Make it a sanctuary, not another source of anxiety.
– Conduct risk assessments for staff who travel through or work in areas where racist incidents are common.
– Enhance security and visibility around entrances, car parks, and public-facing areas.
– Brief reception and front-line teams on how to handle incidents of racial harassment calmly and confidently.
– Reinforce community and unity — encourage teams to look out for one another, especially when leaving work late or alone.
Inclusion is not just about feeling valued; it’s about being physically and emotionally safe.
Engagement: Lead with Courage and Compassion
Leadership visibility matters most when people are afraid.
– Leaders should speak out clearly against racism and hate, reaffirming the organisation’s values.
– Check in personally with affected staff — not once, but regularly. Ask what support they need.
– Offer practical help, such as safe travel arrangements, buddy systems, or work-from-home options where appropriate.
Engagement means staying connected, not retreating into silence.
A Call to Action
In times like these, neutrality is not an option. Silence is never neutral — it sides with the aggressor, not the victim.
Employers must show courage. Our colleagues are counting on us not just for words of solidarity, but for action. When someone fears for their safety, your response as a leader defines your culture.
Protecting people from violence is not a political act. It’s a human one. It’s leadership in its truest form.
Final Thought
“In a climate of fear, the greatest thing a leader can offer is safety — not just in the building, but in the journey there and the journey home.”
