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Atkinson HR

Facing Islamophobia While Helping Others: A Personal Story

Motivated woman on pier at sunset

November is Islamophobia Awareness Month—a time to reflect on the challenges faced by Muslims across all areas of life, including the workplace. Today, I want to share a deeply personal experience from my time working at a charity. My role involved supporting clients navigating debt, housing, and employment issues—often during their most vulnerable moments.

While I found great purpose in helping others, there was a darker side to my work: the Islamophobia I encountered from some of the very clients I was striving to support.

The Fear of Being Myself

Each time I picked up the phone, I hesitated before saying my name. My name, “too Muslim” in the eyes of some, often felt like an unwelcome introduction.

My fears weren’t unfounded. I faced derogatory remarks and even had my competence questioned simply because of my perceived faith or ethnicity. These moments were as heart-breaking as they were terrifying, particularly when they persisted even after I successfully resolved the most complex cases.

Despite having supportive managers, the constant exposure to this discrimination took a significant toll on my mental health. I began to doubt my safety at work, my confidence eroded, and the joy I once found in my job was overshadowed by fear.

Supporting Employees Facing Islamophobia

While I’m grateful for the support I received, I believe organisations can—and must—do more to foster safer, more inclusive workplaces. Here are key steps every organisation should take:

1. Implement Zero-Tolerance Policies

A robust zero-tolerance policy is essential for tackling Islamophobia and other forms of discrimination. This should include:

  • A safe, confidential mechanism for reporting incidents.

  • Clear, timely investigations with appropriate consequences for perpetrators.

2. Provide Training for Managers and Teams

Effective training helps managers and teams recognise and address Islamophobia, including:

  • Supporting employees who report discrimination.

  • Understanding the unique challenges faced by Muslim employees.

3. Prioritise Mental Health Support

Experiencing discrimination can severely impact mental well-being. Employers should:

  • Offer counselling or Employee Assistance Programs (EAPs).

  • Regularly check in with affected employees to ensure they feel supported.

4. Foster Proactive Inclusivity

Inclusivity goes beyond responding to incidents—it requires active effort. Consider:

  • Encouraging open dialogue about diversity and inclusion.

  • Implementing policies that respect religious practices, such as flexible prayer times or halal catering options.

5. Educate External Stakeholders

For public-facing roles, organisations should:

  • Clearly communicate that discriminatory behaviour from clients or stakeholders is unacceptable.

  • Empower employees to escalate or end interactions with abusive clients without fear of repercussions.

Why This Matters

Islamophobia is not just a personal challenge—it’s a workplace issue. It affects employee well-being, productivity, and retention. Tackling it head-on enables organisations to create environments where everyone can thrive.

Sadly, despite my love for my role, I made the difficult decision to leave my job to protect my mental health. The experience shattered my confidence—a wound that took a long time to heal.

This Islamophobia Awareness Month, let’s commit to building workplaces where no one has to fear being themselves.

To Those Facing Islamophobia

You are not alone. Speak up when it’s safe, seek support from trusted colleagues or leaders, and prioritise your mental health. Together, we can create change.


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