
The recent far-right riots targeting communities across the UK have shocked the nation. As a small business owner, you might find yourself in a difficult situation if you discover that one of your employees was involved in these disturbing activities. This blog aims to provide practical advice on how to address this issue whilst maintaining a safe and inclusive work environment.
Background on the Riots
Over the past few weeks, cities like London, Liverpool, Manchester, Stoke and others have witnessed violent riots led by far-right extremists. These groups have targeted communities, resulting in assaults, vandalism, and widespread fear.
The Challenge for Small Business Owners
Small business owners often have close-knit teams, making it even more challenging when an employee’s actions outside of work conflict with the company’s values. If an employee is involved in such riots, it can create tension and discomfort among your staff, especially those from the targeted communities. Their involvement could also result in criminal convictions.
Steps to Take When an Employee is Involved in Riots
1. Stay Calm and Gather Information
First and foremost, remain calm and objective. It’s essential to gather all the facts before taking any action. If possible, speak directly with the employee involved to understand their side of the story. Ensure that this conversation is private and conducted respectfully.
2. Review Your Company Policies
Check your company’s code of conduct and policies related to discrimination, violence, and public behaviour. Most small businesses have clear stances against actions that disrupt the workplace or harm the company’s reputation. Your policies should guide your response and ensure that any disciplinary action is justified and fair.
You do not need a specific policy that covers rioting – policies covering discrimination, violence, criminal behaviour and harming the company’s reputation are enough. Check your disciplinary policy and your Equality, Diversity and Inclusion policies and Social Media Policy in the first instance.
3. Assess the Impact on the Workplace
Consider the potential impact on your team and clients. An employee’s involvement in far-right activities can create a hostile environment, particularly for colleagues from the targeted groups. It’s crucial to assess whether their actions have undermined trust or safety within your team.
4. Consider Disciplinary Action
If the employee’s actions violate company policies or negatively impact the workplace, disciplinary measures may be necessary. This could range from a formal warning to suspension or even termination, depending on the severity of their involvement. Ensure that any action taken is consistent with your company’s disciplinary procedures and principles of fair treatment.
Always get HR support if you are considering dismissal. You can call us on 020 8798 3470 during working hours, and we’ll get back to you within the hour.
5. Reinforce Your Commitment to Inclusivity
Use these incidents as an opportunity to reinforce your business’s commitment to diversity and inclusion. Organise training sessions on cultural awareness and unconscious bias. Make it clear that your workplace is a safe space for all employees, regardless of their background.
6. Support Affected Employees
If any employees feel unsafe or targeted due to the riots or the involvement of a colleague, offer support. This might include providing EAP services or creating open forums for employees to express their concerns. Acknowledge the emotions and anxieties that such events can evoke.
7. Communicate Openly
Maintain open and honest communication with your team. While respecting confidentiality, be transparent about the steps being taken to address the situation. This helps in maintaining trust and ensures that all employees feel heard and valued.
The Importance of Strong Leadership
Taking a Firm Stance Against Hate
As a small business owner, you have a unique role in setting the tone for your workplace. Taking a firm stance against hatred and discrimination is not just about protecting your business’s reputation; it’s about upholding your values and creating a positive work environment. In my opinion, it’s crucial to demonstrate that your business will not tolerate any form of extremism or hate.
Leading by Example
Your actions as a leader will speak volumes. By handling any situations that arise with integrity and a commitment to inclusivity, you set a powerful example for your team. This not only helps in resolving the immediate issue but also strengthens your company’s culture in the long run.
The Broader Impact on Society
Addressing Systemic Issues
The recent riots are a stark reminder of the ongoing issues of racism in our society. As business leaders, we have a responsibility to contribute to positive change. By fostering an inclusive and respectful workplace, you can help challenge these systemic issues and promote equality.
Supporting Community Initiatives
Consider supporting community initiatives that aim to combat racism and promote inclusivity. This could involve partnering with local organisations, participating in awareness campaigns, or providing resources to support affected communities. Your business can play a meaningful role in driving social change.
Practical Tips for Small Business Owners
Developing Robust Policies
Ensure that your company has clear policies on discrimination, harassment, social media use (personal and business) and public conduct. These policies should outline the consequences of violating these standards and provide guidance on how to handle such situations. Regularly review and update these policies to reflect evolving societal norms and legal requirements.
Providing Ongoing Training
Regular training on diversity, equity, and inclusion is essential. This helps in educating your team about the importance of these values and equips them with the skills to navigate complex issues. Training should be ongoing and interactive, encouraging open discussions and continuous learning.
Creating a Supportive Work Environment
Foster a workplace culture where employees feel safe to speak up about their concerns. Implement mechanisms for reporting discrimination or harassment confidentially and ensure that such reports are taken seriously and addressed promptly. A supportive work environment is key to maintaining trust and morale.
Taking a firm stance against hatred and discrimination is not only the right thing to do but also essential for the well-being of your team and the success of your business. As leaders, we have a responsibility to contribute to positive change and promote equality in our workplaces and communities.
Remember, your actions as a leader will set the tone for your business. By handling these types of situations with integrity and a commitment to inclusivity, you can help create a workplace where all employees feel valued and respected.
If you have any concerns or you have discovered that one of your employees has been involved in riots or spreading hate online, drop us a message and we’ll help you decide how to manage the situation.