Addressing Extremist Language: A Guide for Employers

Addressing Extremist Language: A Guide for Employers

In a diverse and multicultural workplace, it’s essential that all employees feel safe and respected. However, extremist language and behaviour can be incredibly damaging and threatening, causing others to feel excluded and fearful.

Employers in the UK have a legal obligation to have due regard for the need to prevent people from being drawn into terrorism. This means that they are expected to be aware of the Prevent strategy and take steps to ensure that their workplace is not used to promote or spread extremist ideology.

In our previous article, we looked at how to recognise the signs of radicalisation and extremism in your workplace. One of the points raised in this article was to address the issue directly with the employee in question, which may not be an easy conversation to have, so here are some tips to help guide you:

1. Provide Clear Guidelines & Policies

Establishing clear guidelines and policies regarding behaviour and language is the first step towards addressing extremism in the workplace. You should ensure all employees are aware of the company’s policies on hate speech, discrimination, harassment, and bullying. The policies should be enforced consistently and fairly.

2. Open the Communication Channels

By having open communication channels, you are encouraging employees to express themselves in a supportive environment. Encourage employees to raise concerns by providing anonymous reporting mechanisms or an informal reporting line.

3. Provide Training

Provide regular training that makes employees aware of how extremist language affects others, and how to spot signs of extremist behaviour. Explain why certain language is inappropriate and why discussions should be kept respectful. Provide case studies or practical tips to understand sensitive language and behaviour.

4. Respond Effectively

Ensure you have a process for responding when extremist behaviour is identified. Responding effectively is important to not only the employee affected by the behaviour but all staff. Responses may include; having a conversation with the employee involved, educating the individual, escalating the issue, or taking formal disciplinary action if necessary.

5. Foster an Inclusive Workplace Culture

Fostering an inclusive workplace culture that welcomes diversity ensures that everyone feels valued and respected. Encourage employees to learn about other cultures and languages, and provide training or resources aimed at the specific needs of different groups.

Overall, by addressing extremist language and behaviour in your workplace, you can create a more inclusive work environment where all employees feel safe and respected. Taking a proactive approach to addressing extremist behaviour and language means employees can work to their full potential and contribute to a productive and successful workplace.

If you’re suspicious of something that could identify a terrorist threat anywhere in the UK, report it using .GOV’s quick and confidential online tool to report possible terrorist activity, or call the Anti-Terrorism Hotline on 0800 789 321.