London InterculturalAntisemitism training to recognise bias, prevent harassment and meet equality law
Antisemitism training for the corporate workplace is structured learning that helps HR professionals, managers and employees recognise anti-Jewish bias, from coded tropes and everyday microaggressions to overt harassment, and respond to it consistently, fairly and in line with company policy and equality law. London Intercultural Academy’s programme combines the IHRA working definition, legal context, active bystander skills and a step-by-step incident protocol.
- AudienceHR, people managers, executives and all-staff teams
- FormatsIn person, live online, self-paced, Train the Trainer
- FrameworksIHRA working definition, active bystander model, incident protocol
- Legal contextUK Equality Act 2010, with Title VII guidance for US teams
Why corporate antisemitism training matters now
Organisations that monitor antisemitism, including the Community Security Trust (CST) in the UK and the Anti-Defamation League (ADL) in the US, have reported record or near-record levels of antisemitic incidents in recent years. Much of that hostility does not stay outside the office. It reaches workplaces through social media, internal messaging platforms, client interactions and conversations about world events.
Managers often hesitate because they are unsure where legitimate political discussion ends and harassment begins, so incidents are either left unaddressed or handled inconsistently. Many DEI and unconscious bias programmes do not cover antisemitism specifically, leaving Jewish employees outside the organisation’s inclusion commitments.
Antisemitic incidents recorded in the UK
Incidents per year, CST| 2019 | 1,813 |
|---|---|
| 2020 | 1,684 |
| 2021 | 2,261 |
| 2022 | 1,662 |
| 2023 | 4,103 |
| 2024 | 3,528 |
How anti-Jewish bias escalates at work
Most incidents start well below the threshold of a formal complaint. The programme trains managers to respond at the lower levels, before conduct escalates.
- 04Discrimination and threatsExclusion from roles or opportunities, threats, targeted abuse
- 03HarassmentRepeated hostile remarks, singling out, antisemitic imagery in chat channels
- 02Microaggressions and exclusionTropes about money or influence, assumptions about views, events scheduled on festivals
- 01Stereotypes and coded languageJokes, “dual loyalty” assumptions, conspiracy language repeated online
How prepared is your organisation?
Eight questions HR and DEI leads use to assess readiness. Answers stay in your browser.
Workplace readiness check
Answer yes or no to each statement
Key executive learning outcomes
Protect workforce psychological safety, meet regulatory and corporate compliance obligations, and reinforce a zero-tolerance approach to workplace harassment.
- Mitigate legal and governance risksAlign workplace conduct standards with corporate anti-harassment policies and with equality law in the jurisdictions where you operate, including the UK Equality Act 2010 and, for US teams, Title VII of the Civil Rights Act of 1964.
- Integrate Jewish inclusion into DEI frameworksEnsure inclusion programmes address antisemitism systematically, alongside other forms of bias and discrimination.
- Strengthen workplace safety and retentionProvide an environment where Jewish employees can bring their full identity to work without fear of exclusion or harassment.
- Streamline incident resolutionEquip managers and HR directors to handle reports of antisemitic incidents promptly, objectively and decisively.
Key takeaways
- Recognise core forms of contemporary antisemitism, common tropes and subtle microaggressions in corporate settings
- Understand the IHRA (International Holocaust Remembrance Alliance) working definition of antisemitism and its practical application in HR policies
- Distinguish between protected speech, political debate and unlawful workplace harassment or discrimination
- Use active bystander strategies to intervene effectively when anti-Jewish tropes or offensive remarks occur
- Address religious inclusion needs, including accommodations for Jewish holidays, dietary requirements and Sabbath observance
- Apply a structured protocol for investigating and remedying reports of religious or ethnic discrimination in line with enterprise policies
Programme modules
Understanding antisemitism: history and contemporary forms
How long-standing anti-Jewish ideas reappear in modern language: conspiracy theories about power, money and control, accusations of dual loyalty, Holocaust denial and distortion, and coded terms that circulate online. Understanding where these ideas come from makes them easier to recognise at work.
Definitions in practice: the IHRA working definition
The IHRA working definition has been adopted by the UK Government and by many public bodies, universities and companies. The module explains what it says, how its illustrative examples are intended to be used, and how organisations reference it in conduct and harassment policies, alongside other frameworks such as the Jerusalem Declaration on Antisemitism.
Speech, politics and the law
The protected characteristics of race and religion or belief under the Equality Act 2010 (Jewish employees may be protected under both), the legal definition of harassment, employer liability, and equivalent principles under Title VII. Participants learn to separate lawful political expression from conduct that targets colleagues because they are Jewish.
Microaggressions and everyday inclusion
Remarks about money or influence, assumptions that a Jewish colleague speaks for Israel, jokes that rely on stereotypes and repeatedly scheduling key events on Jewish holidays all erode belonging over time. Participants learn to spot these patterns and respond proportionately.
Active bystander skills
Using the five Ds (direct, distract, delegate, delay and document), participants practise short, professional responses for meetings, chat channels and social settings, so that colleagues can step in without escalating conflict.
Religious inclusion and accommodations
Shabbat (from Friday sunset to Saturday nightfall), major festivals such as Rosh Hashanah, Yom Kippur, Passover and Sukkot, kosher catering for meetings and events, and flexible scheduling and leave policies that respect observance without disadvantaging colleagues.
Incident response and investigation
A clear, repeatable process for receiving reports, assessing them against policy, investigating impartially and taking proportionate action, from first report to follow-up.
Who should attend
- HR, employee relations and people partners
- People managers and team leaders
- Executive leaders and board members
- DEI leads and ERG sponsors
- Legal, compliance and risk teams
- All employees (shorter awareness format)
Delivery formats
- In-person workshopA facilitated session at your premises, built around discussion and scenarios.
- Live onlineInteractive virtual sessions for distributed and international teams.
- Self-paced onlineFlexible learning for organisation-wide awareness.
- Train the TrainerPrepares internal facilitators to deliver the programme at scale.
- Organisation-wide rolloutA tailored mix of formats for leaders, managers and all staff.
- Tailored contentAdapted to your sector, existing policies and the jurisdictions you operate in.
Antisemitism training also works well alongside a broader DEI strategy programme.
Why London Intercultural Academy
London Intercultural Academy is the executive-education arm of London Intercultural Centre, specialising in intercultural, inclusion and leadership training for organisations. Programmes are scenario-based and designed to be applied the next working day.
Frequently asked questions
Questions HR, L&D and DEI leads ask before commissioning the programme.
What is antisemitism training for the corporate workplace?
It is structured training that helps employees, managers and HR teams recognise antisemitism and anti-Jewish bias at work, from stereotypes and microaggressions to harassment, and respond consistently with company policy and equality law. It typically covers definitions such as the IHRA working definition, legal obligations, bystander intervention, religious accommodations and how to handle complaints.
Who should attend antisemitism training at work?
HR and employee relations teams, people managers, executive leaders and DEI leads benefit most, because they set standards and handle complaints. Many organisations also provide a shorter awareness session for all employees so that everyone understands expected behaviour.
Why do we need antisemitism training if we already run DEI or unconscious bias training?
General DEI and unconscious bias programmes often do not cover antisemitism specifically. Anti-Jewish bias has its own tropes, coded language and links to world events that managers may not recognise without targeted training. Dedicated training closes that gap and shows Jewish employees that they are included in the organisation’s inclusion commitments.
What is the IHRA working definition of antisemitism?
The International Holocaust Remembrance Alliance (IHRA) working definition describes antisemitism as a certain perception of Jews, which may be expressed as hatred toward Jews, and is accompanied by illustrative examples. It has been adopted by the UK Government and many organisations. The training explains how it is used in HR and conduct policies and how to apply it carefully and consistently.
Is criticism of Israel antisemitic?
Criticism of Israel’s government similar to that directed at any other country is not, in itself, antisemitic. It can cross the line when it relies on antisemitic tropes, denies Jewish people’s right to self-determination, or holds Jewish colleagues collectively responsible for the actions of the Israeli government. The training gives managers a practical way to tell the difference.
What legal obligations does this training help employers meet?
In the UK, the Equality Act 2010 protects employees from harassment and discrimination related to race and to religion or belief, and Jewish employees may be protected under both. Employers can be held liable for the conduct of their staff unless they have taken all reasonable steps to prevent it, and training is a key part of those steps. For US operations, Title VII of the Civil Rights Act of 1964 provides comparable protections. The training supports compliance but is not legal advice.
What religious accommodations for Jewish employees does the training cover?
It covers Shabbat observance from Friday sunset to Saturday nightfall, leave for festivals such as Rosh Hashanah, Yom Kippur, Passover and Sukkot, kosher food at meetings and events, and fair scheduling and flexible working practices.
How should a manager respond to an antisemitic remark at work?
Address it promptly and calmly, make clear that the remark is not acceptable under company policy, support the person affected, record what happened and escalate to HR where needed. The training includes short scripts and an active bystander model so managers can respond with confidence.
How is the programme delivered?
The programme is available as an in-person workshop, as live online sessions, as a self-paced online course, as a train-the-trainer programme for internal facilitators, or as an organisation-wide rollout that combines these formats.
Can the training be tailored to our organisation?
Yes. Content, scenarios and examples can be adapted to your sector, your existing policies and procedures, and the countries in which you operate.
Plan antisemitism training for your organisation
Share your teams, locations and objectives. A recommended format and scope follow in a written proposal.
Request a proposalLast reviewed: October 2026
