Islamophobia statement

Islamophobia refers to fear, prejudice, discrimination, or hostility directed at Muslims, those perceived to be Muslim, or Islamic practices and cultural expressions.
It can appear at individual, institutional, and structural/systemic levels.

Examples include:

• Negative stereotypes about Muslims.
• Biased treatment of Muslim colleagues, students, or community members.
• Policies or practices that disproportionately disadvantage Muslims.
• Harassment, exclusion, or microaggressions.

Anyone who is Muslim or perceived to be Muslim.
This includes:

• People of various ethnic backgrounds, including Arab, South Asian, Black, White, and mixed heritage Muslims.
• Non-Muslims who “look” Muslim to others (e.g., people wearing turbans, hijabs, beards, or from certain ethnic groups).

Harmful stereotypes may include false assumptions such as:

• Muslims are inherently “extreme,” “oppressive,” or “dangerous”.
• Muslim women are “forced” into dress choices like the hijab.
• Muslim men are “controlling”.
• Islam is incompatible with Western values.
• Muslims do not integrate or contribute to society.

These stereotypes can show up in conversation, workplace culture, media, and policy decisions.

These are often interpersonal, sometimes unintentional, and include microaggressions.

Examples:

• Questioning a Muslim colleague’s “loyalty” or asking where they are “really from”.
• Commenting that workplace prayer breaks are “special treatment”.
• Jokes about terrorism, bombs, or stereotypes.
• Assuming Muslim women are oppressed or cannot speak for themselves.
• Treating a Muslim name as “difficult” and shortening it without permission.
• Telling someone their hijab, beard, or clothing is “too much” or “intimidating”.
• Expecting Muslims to explain or apologise for global events involving Muslims.

These are practices, policies, decision-making processes, or norms within organisations that directly or indirectly disadvantage Muslims.

Examples:

• Lack of prayer spaces while having meeting rooms readily available.
• Dress codes that do not accommodate hijabs, beards, or modest clothing.
• Disproportionate security checks for employees or visitors with Muslim names.
• Equality, diversity and inclusion strategies that do not include religion or Islamophobia.
• “Cultural fit” criteria that favour social activities involving alcohol.
• Failing to act on complaints of Islamophobic behaviour or dismissing them as “oversensitive”.

These are patterns that occur at the societal level, where systems or structures create unequal outcomes for Muslims.
These are not about individual prejudice but about long-standing patterns in institutions like education, housing, policing, employment, and media.

Systemic examples may include:

• Higher rates of workplace discrimination reported by Muslims compared to other religious groups.
• Barriers to advancement because of name-based or appearance-based bias.
• Media narratives that consistently portray Muslims in the context of terrorism or extremism.
• Disproportionate scrutiny of Muslim charities, mosques, and community organisations.
• Underrepresentation of Muslims in leadership roles.
• Islamophobic bullying being significantly more common for Muslim students.
• Hiring algorithms biased against Muslim-sounding names.

Islamophobia can negatively affect:

• Mental health: anxiety, stress, isolation.
• Career progression: fewer opportunities, decreased visibility.
• Physical safety: harassment, hate incidents.
• Sense of belonging: feeling excluded or “othered”.
• Religious expression: feeling pressure to hide identity.

• Challenge stereotypes when safe to do so.
• Respect religious practices (diet, dress, prayer, leave, Ramadan adjustments).
• Use people’s names correctly.
• Avoid assumptions—ask respectfully and only when relevant.
• Be an active bystander if witnessing discrimination.
• Educate yourself about Muslim communities and cultures.
• Speak up when harmful jokes or comments happen.

• Include religion and belief in equity and inclusion strategies.
• Provide training on Islamophobia and religious literacy.
• Establish safe reporting procedures.
• Ensure dress codes are inclusive.
• Offer appropriate prayer spaces and flexibility.
• Analyse workforce data for disparities by religion.
• Make sure policies consider religious diversity.

Because naming the issue:

• Validates lived experiences.
• Helps identify specific structural gaps.
• Enables appropriate training and interventions.
• Differentiates Islamophobia from generalised prejudice.
• Strengthens safeguarding, inclusion, and wellbeing efforts.