Reflections from our Chair - May 2026

By Colin Passmore KC (Hon)

Last week, the well-known legal innovator Richard Susskind wrote a powerful article on LinkedIn challenging readers as to whether they were willing to say publicly that they are against antisemitism. I responded positively but briefly to Richard's challenge, but have been nagged by the thought that mine was not a wholly adequate response. I then heard from law firm leaders considering how best to support their Jewish colleagues.

There are many groups in our society which suffer from harassment and hate. But it feels to many that antisemitism is becoming normalised as an acceptable form of racism in British society. That is shocking. It is therefore only right that I try to use my position at the City of London Law Society (CLLS) and on behalf of City Law to offer support to the Jewish community generally, to Jewish lawyers in our members' workplaces in particular, and assistance to law firms looking to do the same.

Let us all be clear that we can but condemn that:

1. The number of reported antisemitic incidents in the UK has doubled since the October 2023 attacks on Israel. Who knows what has happened to the number of unreported incidents, but anecdotal evidence would suggest there has been an exponential increase.
2. Some lawyers should have to worry about when and how to disclose that they are Jewish, knowing that this might provoke some kind of reaction.
3. Lawyer colleagues feel so physically vulnerable in a society where most take their security for granted. It is small consolation that many say they feel physically safe at work.
4. Our colleagues fear, not necessarily overt antisemitism, but micro-aggressions and being made to feel that British Jews are in some way responsible for decisions being made by the government of another country.

What can we do about this?

If we accept that the workplace is a microcosm of society, then all law firms must be ready to guard against any risk that what becomes normal in society ends up being reflected at work. Given the role of work in most people’s lives, what we do in our businesses can have a positive impact on our wider communities. That means it is incumbent on all leadership teams to be extra vigilant to ensure that antisemitism does not grow in the workplace. As employers we must all, as I know first-hand so many are, take responsibility for pushing back against any hint of this. Diversity and tolerance remain core values for most responsible businesses, even if some speak less openly about them this year than last.

I hope no-one reading this will consider it trite if I suggest that there are some obvious practical things employers can do to guard against this risk. We can speak in support of our Jewish communities when they are attacked. We can remind colleagues of how threatened their Jewish friends feel; Jews are ordinary people, not a collective noun, who we work with every day. We can offer those in leadership and inclusion roles training on antisemitism. We can call out micro-aggressions. We can provide flexibility and support at moments when the threat feels immediate. Most importantly, we can show support, listen and try to understand and empathise. Even just letting Jewish colleagues know you are thinking about them can make a difference to how they feel.

I believe that small changes can have a cumulative impact on workplace culture. My understanding is our Jewish colleagues are not asking for more: what I am told is that most just want to be treated fairly, to feel that work is a safe and supportive environment, and to be able to continue doing their jobs and contributing to the success of UK plc.

I don't pretend that the CLLS is necessarily the right vehicle to provide practical support, but I do make the sincere offer that if anyone feels they need a voice to speak to, we are here to listen and offer such support as we can.

Diversity and inclusion require education, understanding and tolerance. Employers can't solve societal problems, but we can help. Even acknowledging that we have a role to play makes a difference. At the very least, we can demonstrate to our Jewish colleagues that they are valued and supported, and that, when it comes to our values, we mean what we say.