We need an uncompromising HR response to the rising tide of antisemitism and racism
In the current climate, where antisemitic incidents have surged across the UK following the atrocities of 7 October 2023, Jewish staff and patients have reported feeling unsafe, with antisemitism often minimised. Muslim staff and patients have equally voiced concerns about anti-Muslim hatred, abuse, and discrimination that undermine their sense of belonging and safety in the health service.
We know in our hearts and in our minds that this is unacceptable in a universal public service founded on dignity and respect for every individual, irrespective of race, religion, or belief.
We know, as a HR community, that Chief People Officers (CPOs) occupy a pivotal position in our organisations, something we are rightly proud of. We influence culture, shape policies on conduct and grievances, advise executives on discipline, and set the tone for how intolerance is confronted. Hesitation, or any suggestion that some racism is more acceptable than others, risks normalising behaviour that damages staff wellbeing, patient care, and public trust. In 2026, we must champion a robust, even-handed, but strong and uncompromising response to racism.
As Lord John Mann’s rapid review, commissioned by the government, examined how healthcare regulators and the NHS tackle antisemitism and other forms of racism. The findings revealed systemic weaknesses: slow processes, inadequate transparency, and too many incidents – including over 400 complaints linked to antisemitism in some periods which were closed without meaningful resolution. Jewish employees described issues being “swept under the carpet.” The review rightly extended its lens beyond antisemitism to racism more broadly, urging faster accountability, clearer zero-tolerance policies, improved training, and stronger protections for all affected staff and patients. I know, as values-based leaders, just how seriously CPOs take these issues.
The government has responded with plans that include overhauling the General Medical Council’s (GMC) powers to make it easier to strike off doctors for intolerably racist or antisemitic behaviour, expanding the NHS Core Skills Framework with mandatory antisemitism and anti-racism training for all 1.5 million staff, and updating content to cover discrimination, antisemitism, and Islamophobia with input from relevant experts. NHS England has explicitly reiterated a zero-tolerance stance to all forms of hatred, including antisemitism, Islamophobia, racism, and any discriminatory behaviour. The Health Secretary has condemned appalling incidents of antisemitism by NHS doctors, stating “There can be no place in our NHS for doctors or staff continuing to practise after even persistently using antisemitic or hateful language.” At the same time, he has emphasised that the NHS must be a safe space for everyone, regardless of race or religion. He has affirmed the need to tackle all forms of discrimination, including Islamophobia and anti-Muslim hatred, and noted that Lord Mann’s recommendations on regulation will strengthen efforts against racism generally.
The universal nature of the NHS demands that no patient or member of staff should feel unsafe or unwelcome because of who they are.
The dangers of normalisation are clear. When slurs, harassment, conspiracy theories, or hostile tropes targeting Jewish, Muslim, or other colleagues go unchallenged, it creates a hierarchy of victimhood. This erodes cohesion across the workforce. Staff notice inconsistency. Patients sense when the environment becomes partisan or unsafe. In a service already facing workforce pressures and fragile public confidence, failing to act decisively compounds the harm.
I know CPOs will continue to translate high-level commitments into a strong response on racial misconduct and discrimination and into rigorous practice. We know what works:
- Unambiguous leadership. CPOs should express and increase advice to boards to issue clear zero-tolerance statements that name antisemitism, Islamophobia, and racism explicitly, avoiding vague language that can obscure specific prejudices.
- Fair and prompt processes. Investigations into racist incidents – whether antisemitic tropes, Islamophobic abuse, or other discrimination – should be swift, evidence-based, and free from ideological bias. Managers and investigators need targeted training on contemporary manifestations of different kinds of racism, including antisemitism, drawing on specialist expertise where appropriate.
- Consistent accountability. Where conduct breaches professional standards, contracts, or values, action must follow without hesitation – including suspension, dismissal, or regulatory referral. Leniency in one area inevitably weakens standards everywhere.
- Visible support for victims. Affected staff, whether Jewish colleagues facing antisemitism or Muslim colleagues experiencing Islamophobia, deserve practical allyship: effective reporting routes, protection from retaliation, and access to wellbeing support. A robust response protects everyone by demonstrating that racism will not be tolerated in any form.
- Deeper cultural change. Mandatory training is important, but it must move beyond tick-box exercises. Effective education addresses the distinct drivers and expressions of different prejudices while reinforcing shared NHS values. We know that great CPOs champion evidence-based approaches that build genuine understanding rather than superficial compliance.
Critics may claim that highlighting specific racism like antisemitism risks imbalance. The opposite is true. A serious, non-hierarchical approach to all racism – treating antisemitism with the same gravity as Islamophobia or anti-Black racism – strengthens the entire equality framework. Lord Mann’s review and the government’s broader anti-racism push recognise this interconnected reality. CPOs know they cannot be bystanders in this. Our operational role and reputation demand we equip leaders with the confidence and tools to confront discomfort head-on.
Success should be measured not merely by reduced complaints, but by staff from every background reporting greater confidence that racism will be dealt with firmly and fairly.
The Health Secretary, Lord Mann, and NHS England have signalled the direction: we must work together to root out antisemitism, Islamophobia, and all racism to uphold the universal promise of the NHS. CPOs can accelerate how we embed this in everyday practice – through policies that have teeth, processes that deliver justice, and a culture that refuses to normalise hatred in any guise.
