From Fear to Action - 5 Leadership Strategies to Help Deal with Recent Racial Tension

dei fear hr leadership managing difficult conversations racism workplace Sep 30, 2025
black woman, looking at the camera with a slight smile,  sat in front of a laptop and writing in a notebook.

Racism is on the rise. It’s evident with the anti-migrant rhetoric, divisive political rhetoric and the misuse of flags to ensure others feel ‘othered’. This can leave leaders scratching their heads, unsure of how to move forward.

Common fears experienced by  HR and organisational leaders are:

“Politics don’t belong in  the workplace.”

“Won’t talking about this create more division, not less?”

“Isn’t it patronising to assume ‘marginalised staff’ can’t cope on their own?”

“We have limited resources, how do we justify any type of action?”

“What if supporting some staff creates resentment in others?”

These concerns are understandable, but they are not reasons to remain stagnant. You can’t afford it! The risks are too high. Each concern can be reframed into a strategy for stronger, more culturally humble leadership:

 

Article content
 

Instead of ‘Keep Politics Out’ → Focus on Human Impact

Support isn’t about having debates on political stances. It’s about ensuring staff (particularly the ones feeling targeted) feel safe, respected, and able to do their best work, even when society feels unsafe.

Instead of ‘This Creates Division’ → Universal Inclusion & Targeted Care

Implement initiatives that benefit everyone while acknowledging that impacts may be different. Create wellbeing resources, flexible work arrangements, and safe spaces that are available to all employees, while recognising that some may need them more right now.

Instead of ‘It’s Patronising’ → Employee-Led, Choice-Driven

Offer support without assuming who needs it. Create opt-in resources and let employees self-identify their needs. Use language like "for anyone who might find this helpful" rather than targeting specific groups. Include employee resource groups or diversity councils in designing responses, ensuring affected employees have agency in shaping support rather than having it imposed on them.

Instead of ‘Resource Concerns’ → Build on What Already Exists

Leverage existing well-being infrastructure, employee assistance programmes, and manager training rather than building from scratch. Frame it as strengthening current systems during a period of heightened need. Measure success through existing metrics (engagement, retention, psychological safety scores) to demonstrate ROI and business impact.

Instead of ‘Risk of Resentment’ → Shared Values, Shared Benefit

Communicate that supporting colleagues during difficult times benefits everyone and aligns with organisational values that apply universally. Emphasise that a workplace where everyone feels safe and valued creates better outcomes for all. Use inclusive language: "We know that when external events create stress for any of our colleagues, it affects our entire workplace community."

We have to be honest, what happens out there on the streets also seeps into the workplace. Sweeping racism under the carpet is only likely to intensify divisions. With the right approach, you can respond in ways that protect your people, strengthen your culture, and maintain your organisation’s values.

Leaders, HR and DEI professionals: What's one approach you've tried that actually moved the needle on making staff feel supported during times of social tension? And for those still figuring it out, what's your most pressing question at this time?

If you are navigating any of these challenges in your organisation, I'd be happy to share some insights from similar situations I've worked through with other leaders. Email us, no sales pitch, just a genuine chat about what you're dealing with.

Talking about racism can seem difficult and uncomfortable. This CPD accredited course provides a foundational education on racism to help to increase racial literacy which includes building confidence to speak about and deal with issues concerning race. It provides a language through which meaningful conversation can take place (particularly in the workplace).

Time to Talk about Race Online Course

Stay connected with news and updates!

Join our mailing list to receive the latest news and updates from our team.
Don't worry, your information will not be shared.

We hate SPAM. We will never sell your information, for any reason.