Workplace DEI Programs Failing Jewish Employees on Antisemitism, Study Finds

Between 75.5% and 76% of respondents said their organization’s DEI approach dealt with antisemitism much worse than other forms of bias.

By Shula Rosen

More than 70% of Jewish employees have refrained from raising concerns about antisemitism at work, while about three-quarters believe their organizations’ Diversity, Equity, and Inclusion programs address anti-Jewish discrimination less effectively than racism against other minority groups, according to research published by business psychology consultancy Pearn Kandola in October 2026.

The report, “Yes but…: Antisemitism and the Limits of Workplace Inclusion,” identified a gap between companies’ broader efforts to combat discrimination and Jewish employees’ perceptions of how antisemitism is addressed.

While 83% of Jewish employees agreed that their organization’s DEI function was visibly active on racism and discrimination generally, respondents reported less recognition and support when dealing with anti-Jewish bias.

Between 75.5% and 76% of respondents said their organization’s DEI approach dealt with antisemitism much worse than racism directed at other minority groups.

Professor Binna Kandola of Pearn Kandola attributed some of the disparity to DEI models that interpret discrimination primarily through frameworks centered on power and privilege.

Assumptions that Jews are wealthy, influential or “white” can result in antisemitism being minimized or overlooked, according to Kandola.

Workplace concerns extend beyond explicit expressions of anti-Jewish prejudice.

Stereotypes involving Jewish power and money can influence how Jewish concerns are understood within DEI programs, while treating Jews as a uniform group can overlook the multiracial diversity of Jewish communities and histories of ethnic persecution.

Jewish employees can also encounter disparities involving religious accommodations, including observance of Jewish holidays, scheduling conflicts and other religious requirements.

Recommendations for employers include explicitly addressing antisemitism and Jewish identity in DEI policies and training rather than assuming existing approaches to discrimination adequately cover anti-Jewish prejudice.

Organizations are also encouraged to establish or support Jewish employee resource groups, which can provide employees with a forum for raising concerns, help workplaces account for the Jewish religious calendar and advise management on anti-Jewish bias.

DEI practitioners should also reassess assumptions that may exclude Jewish employees from protections because of perceptions about their social status or skin color, according to the recommendations.