Supporting workforce wellbeing during conflict

Background

This guidance has been produced to support museums, museum leaders, managers, co-workers and freelancers to create a space for understanding, learning and support – with the primary objective of supporting the wellbeing of the workforce.

We would like to build on this guidance and the conversations we have already had relating to the current Israel-Palestine conflict to support our members and the wider workforce.

This guidance isn’t an exhaustive list of approaches and we welcome any further suggestions of support and resources.

As a leader, line manager or supervisor

Part of your role is to have a duty of care for your team and to create a culture of care which prioritises your team’s wellbeing. Wellbeing can be affected by home and work life and external factors such as conflict, and while individuals may be able to create boundaries between these areas, this is not always possible.

What you can do as a line manager or supervisor: 

1. Reflect on your own views and ensure that they are not creating a biased approach in your role. 

2. Educate yourself on the history and current context of the conflict. 

3. Remember that you may not ‘get it right’ but exploring the issue and acknowledging when you could have done things differently is critical, rather than ignoring the issue or becoming defensive.

4. Be vigilant to individual circumstances or changes in behaviour. 

5. Be proactive in having conversations with individuals where the consequences of the conflict may have an increased impact, for example people of faith or marginalised groups or communities.

6. Be clear in all team communication that everyone has the right to come to work and be free of harassment and negative behaviours, outlining any potential consequences for those that do not respect this right.

7. As part of the above, share links to and content of relevant policies, for example your respect and dignity policy or equality policy. 

8. As part of this it may be helpful to highlight the general duties in the Equality Act 2010, whether or not you are a public sector body, to pay due regard or think about the need to: 

• Eliminate unlawful discrimination 
• Advance equality of opportunity between people who share a protected characteristic and those who don’t 
• Foster or encourage good relations between people who share a protected characteristic and those who don’t 

It is the final point that is most pertinent in situations where people might have differing views or opinions. 

9. Take seriously any feedback or complaints relating to hostility, discrimination or harassment. 

10. If you find yourself being overwhelmed or not able to support your team, seek advice and support from your own line manager, or where applicable an internal HR department, external employee assistance programme or external HR advisor. 

As a co-worker or freelancer

1. Reflect on your own views and ensure that they are not creating a biased approach in your role. 
2. Educate yourself on the history and current context of the conflict. 
3. You have a responsibility to your co-workers, team and to the communities you work with to create a positive and welcoming environment for all. 
4. Where you feel able, be an ally – support your co-workers and use your voice to uphold a respectful, engaging work environment. 
5. If you find yourself being overwhelmed, seek advice and support from your own line or project manager, or where applicable an internal HR department, external employee assistance programme, or external HR advisor. 

Other resources

1. Our Wellbeing Hub has additional resources to support wellbeing: 

Individuals may feel it helpful to reflect on their emotional response to the conflict. Understanding their emotions and other factors can support them to develop an individual wellbeing plan that can help them share what they need from those with a duty of care to support them.

In addition to this individual reflection, there are other resources on the Wellbeing Hub that could help with the planning, preparation and facilitation of conversations, for example content on how to manage a hate situation, or how to deal with cyberbullying. 

2. Our Supporting Decolonisation in Museums guidance has information focused on workforce wellbeing, including:

• Make sure everyone understands their role in creating a culture of wellbeing, including volunteers, freelancers and partner organisations.
• Ensure activities are assessed for potential physical, psychological and emotional impact.
• Provide support for those who may suffer abuse or threats in the course of their practice.
• Establish clear commitment to supporting those who face marginalisation or emotional labour by ringfencing time for reflection, support and supervision.
• Value each other, have policies in place and build in breaks for mental and physical health so this practice is sustainable.

3. Part of our commitment to anti-racism and equity is paying for lived experience and we would encourage all museums and organisations to ensure that the workforce, including freelancers and volunteers, are recompensed when they are drawing on their lived experience. 

4. Our Wellbeing Hub further resources page includes links to organisations that can offer support for workforce wellbeing.