The social climate we’re living in right now is deeply troubling. Across the UK, hate rhetoric, particularly racist and anti-trans language, is on the rise. What once lived mainly online is now spilling into our everyday lives, including our workplaces.
Social media has become a breeding ground for hostility, where some people feel emboldened to say whatever they like without thinking about the devastating impact their words can have. Unfortunately, these toxic attitudes don’t stay on screen – they show up in offices, client meetings, and everyday interactions at work.
The Real-World Impact on Employees
At Thrive Law, we hear from employees who feel unsafe travelling to client sites or attending networking events because of their race, religion, or gender identity. Others question whether they can truly be themselves at work without fear of being targeted or ridiculed.
The result? People withdraw, disengage, or leave altogether, and in some cases, they feel they have no choice but to bring legal claims. This is not just a social issue; it’s a business issue too.
Why Leaders Can’t Stay Silent
Unchecked hate rhetoric in the workplace erodes trust, morale, and psychological safety. When people don’t feel safe, they stop speaking up. They stop sharing ideas, raising concerns, or challenging harmful behaviour. That silence enables microaggressions to multiply and sends a dangerous message: that intolerance is acceptable.
As leaders, we cannot look away. While we may not be able to control what happens on social media or in the street, we can absolutely control what happens in our organisations. The message must be clear: discriminatory conduct of any kind will not be tolerated.
Four Steps Employers Can Take Right Now
- Revisit your policies.
Policies should be living documents, not paperwork gathering dust. Make sure your anti-harassment and discrimination policies are up to date, shared with staff regularly, and backed up with clear evidence of communication and compliance.
- Invest in training.
Training helps employees recognise what harassment, microaggressions, and exclusionary “banter” look like in practice. Managers, especially, need to know how to act quickly and fairly when problems arise. - Create safe reporting channels.
An anonymous reporting mechanism can empower employees to speak up without fear of retaliation. But transparency is key – ensure reports are handled consistently and fairly.
- Lead with empathy and flexibility.
Recognise that some colleagues may feel more vulnerable right now. Simple actions like offering flexibility around travel or events send a strong message of care and allyship.
Reflect on Privilege and Practice Allyship
Privilege can make it easy to overlook issues we don’t personally experience. Just because you haven’t seen or felt a problem doesn’t mean it isn’t happening. Allyship isn’t passive – it means using your position and influence to stand up for others and create safer workplaces for everyone.
The Time for Silence Is Over
The rise of hate speech in society is frightening, but within our workplaces, we still have the power to shape something better. By acting decisively, leaders can create spaces that are inclusive, safe, and compassionate.
Now is the time to act, not just because it’s the right thing to do, but because the wellbeing and future success of your organisation depend on it.
Need Support?
If you’d like help updating your workplace policies, delivering inclusive leadership training, or addressing discrimination concerns, our team is here to help.
📩 Get in touch at enquiries@thrivelaw.co.uk or call 0113 869 8101.
