Supporting an inclusive workplace in difficult times

What does it mean to support inclusion in difficult times?  

Employers are increasingly faced with situations where they need to support employees during difficult national or world events in which marginalised community members experience targeted violence or harm.  

Difficult national or world events that concern specific diversity groups can have a significant negative impact on employees’ feelings of inclusion and wellbeing at work.  

These events can exacerbate existing systemic marginalisation, discrimination and exclusion by:

  • harmfully targeting a marginalised community
  • generating media coverage which is biased against, further victimises or doesn’t acknowledge the harm being done to their communities1

  • prompting ongoing public discussions and conversations in the workplace, on social media or at social events that continue to stigmatise and exclude the marginalised group.

Together, this can further devalue the targeted marginalised group and harm community members’ psychological and physical safety.

Difficult time events often receive intense widespread public attention. People may hear about them through workplace conversations, social media, social interactions, public spaces like cafes, community centres and through media outlets such as radio and newspapers.

By being aware of how these events can impact your employees and taking a proactive approach in supporting inclusion during these times, you can create a work environment that is more respectful and inclusive for everyone.  

Some examples of difficult times and events

Below is a list of the kinds of events that can cause harm to communities (please note, this list is not exhaustive). 

  • Public violence (e.g. beatings, stabbings, shootings etc.) or sexual violence against a particular community.
  • Public/ised incidents of domestic and family violence (e.g. at the time of it happening and/or during court hearings).
  • Media and social media disinformation discriminating and targeting a community that is marginalised (e.g. hate speech and/or inciting violence).
  • Harmful legislation (e.g. legislation targeting asylum seekers and humanitarian migrants) or legislative processes such as referendums and plebiscites which can cause heightened media attention on communities that are marginalised.
  • Police brutality against a diversity group such as First Nations and culturally and racially marginalised (CARM) people.
  • Government sanctions on a diversity group such as Aboriginal and Torres Strait Islander communities or on migrant communities.
  • Genocide or massacres against a diverse group, for example a race or a religious group, including genocide under investigation by the UN International Court of Justice (such as plausible genocide).
  • War or conflict particularly in conflicts involving civilian casualties.
  • Aboriginal and/or Torres Strait Islander child removals (see SNAICC, Family Matters report, 2023).

For example, the lead-up and post Voice to Parliament referendum (2023) was a difficult time for Aboriginal and Torres Strait Islander communities, exacerbating their existing experiences of racism and marginalisation.

  • Due to discussions and wide media coverage about the referendum, racism against Aboriginal and Torres Strait Islander people rose during this time, causing increased distress, suicide rates and calls for support within the community.2
  • In addition to this, the cultural load and identity strain placed on these communities to educate, support and provide knowledge on Aboriginal and Torres Strait Islander issues can create a significant toll on these communities.3 

Why is it important to support inclusion in difficult times?

Immediate actions to support inclusion in difficult times

Longer-term actions to support inclusion in difficult times

Support services

This webpage discusses events and systemic discrimination which have harmed or continue to harm communities.

If you or someone close to you is in distress or immediate danger, call 000 as soon as possible.

Should you need support, please contact mental health support agencies, such as:  

 
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  1. Much of this definition of difficult times events were based on definitions of “mega-threats” by Angela Leigh and Shimul Melwani. “Mega-threats” are explored in the following literature:

    Leigh, A. & Melwani, S., "#Blackemployeesmatter: Mega-threats, identity fusion, and enacting positive deviance in organisations," Academy of Management Review, Vol. 44, No. 3, 2019, p. 564-591

    Leigh, A. and Melwani, S., “‘Am I next?’ The spillover effects of Mega-Threats on Avoidant Behaviours at Work,” Academy of Management Journal, 2022, Vol. 65, No. 3

    Leigh, A. & Melwani, S., "Supporting employees after violence against their communities" in Harvard Business Review, 5 October 2022, https://hbr.org/2022/10/supporting-employees-after-violence-against-their-community

    Prengler, M. et al, "How to be an ally to colleagues after violence against their communities: Silence speaks volumes," in Harvard Business Review, 10 February 2023

  2. French, E. and Vyver, J. “Voice to Parliament referendum impacting mental health of Indigenous Australians as charities report increase in racism,” ABC News, 3 October 2023
  3. Jumbunna Institute (Brown, C., DAlmada-Remedios, R., Gilbert, J. OLeary, J. and Young, N.) Gari Yala (Speak the Truth): Centreing the Work Experiences of Aboriginal and/or Torres Strait Islander Australians, Sydney, Jumbunna Institute, 2020. “The Burden of Identity Strain and Cultural Load,” p. 33-37