Trump’s Executive Order Takes Aim at Workplace Antisemitism

On Thursday, Jan. 30, President Donald Trump issued an executive order titled “Combatting Antisemitism in the United States.” At a time when workplace antisemitism is on the rise, a renewed commitment to ensuring civil rights for all – including Jews – is a welcome step toward fostering workplaces that respect religious diversity.

An indicator of antisemitism – submitting significantly more job applications to land a job

A recent Anti-Defamation League study found that Jewish American job candidates had to submit 24% more applications than their Western European-background counterparts to receive the same number of positive responses from prospective employers. Israeli Americans fared even worse, needing 39% more applications. In a nation long celebrated as the land of opportunity, this research underscores the need to enforce existing civil rights laws to ensure workplaces are inclusive and respectful of people of all faiths.

Similarly, a Gevura Fund study shows that “[m]ore than 40% of workers believe the amount of discrimination against Jews has increased over the past year or so.” A year and a half from one of the most violent terror attacks against Jews in recent history, it is alarming to see increased anti-Jewish discrimination in the workplace. No matter one’s religion, religious discrimination should have no place in the American workplace.

Fortunately, Trump’s executive order addresses the rising tide of anti-Jewish discrimination by calling on the federal government to take a stronger stance against antisemitism. The order states that “[e]very Federal executive department and agency leader will review and report to the White House within sixty days on all criminal and civil authorities and actions available for fighting anti-Semitism.” This directive signals a serious federal commitment to combating discrimination.

Antisemitism is falling out of favor

In April 2024, the Department of Labor issued a document called “Know Your Rights for Union Members: Discrimination Based on Actual or Perceived Religion, Shared Ancestry, or Ethnic Characteristics“ which includes important reminders such as “Title VII prohibits discrimination on the basis of religion, national origin, and race, in all aspects of employment, including: hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, and any other term or condition of employment …” This document highlights key protections under Title VII, reminding employers and employees alike that discrimination based on religion, national origin, or race is prohibited in all aspects of employment – including hiring, firing, pay, promotions, and job assignments. Such initiatives, both governmental and private, are crucial in fostering workplace environments free from discrimination.

Private businesses are stepping up to the plate as well.

Religious Freedom and Business Foundation research shows that 86% of Fortune 500 companies “refer to or illustrate religion on their main diversity landing page” – signaling that many companies, indeed, care about religious tolerance in the workplace. And 69% of companies surveyed communicate their religious accommodation procedures once per year. This is fantastic news for Americans of all faith communities; everyone deserves a workplace free from discrimination.

Indeed, compliance and procedures matter. But there are less formal ways to foster an environment of respect and inclusivity. And often, when invited to build a pluralistic, respectful environment, people do so willingly.

Respecting each religion’s holidays, festivals, etc.

One recommendation from the Anti-Defamation League encourages HR departments to use interfaith calendars to create inclusive scheduling and time-off policies. By taking into account individual observances, companies can make practical accommodations that respect religious practices without compromising productivity. This approach reminds us that each individual – whether Muslim, Hindu, Sikh, Mormon, or non-religious – is unique, and treating colleagues with dignity is a professional and moral imperative.

The Society for Human Resource Management lists great ideas including serving a variety of food and beverages at company events to accommodate dietary restrictions and granting personal days to allow employees to take time off during holidays without using their vacation days. These are relatively small adjustments companies can make to create a more inclusive, respectful environment where people from all faith backgrounds have the opportunity to succeed.

Above all, it’s our shared responsibility to treat colleagues with respect, regardless of their faith. Executive orders, Department of Labor regulations, and human resource policies are important, but ultimately, how we treat one another defines our workplaces.

History of respecting various religions

One of America’s many strengths is our history of religious diversity. As Interfaith America wisely puts it, “For centuries, political philosophers believed that a country as diverse as ours [The United States] was impossible … Studies and experience show, however, that when positively engaged diversity can become pluralism, where people of different identities respect and relate to one another and cooperate together for the common good.” I believe this is true, and we need only turn to one of our Founding Fathers to remind us of America’s rich history of religious tolerance.

George Washington’s 1790 letter to the Touro Synagogue in Rhode Island offers a reminder. Washington wrote: “May the Children of the Stock of Abraham, who dwell in this land, continue to merit and enjoy the good will of the other Inhabitants; while every one shall sit in safety under his own vine and fig tree, and there shall be none to make him afraid.” Though written to the Jewish community, Washington’s words speak to a broader principle: Every person in America should live without fear of discrimination and, beyond that, have the opportunity to flourish.

Let’s hope that Trump’s executive order, “Combatting Antisemitism in the United States,” strengthens protections for Jewish Americans and contributes to a workplace culture in which all people – regardless of faith – can work without fear of discrimination.

This article was originally published by RealClearPolitics and made available via RealClearWire.