A Statement of Principles for Jewish Inclusion in Canadian Media
1. Jewish inclusion must be a core part of anti-racism and DEI efforts in the film and television industries.
Jewish people are a historically marginalized minority facing rising hate in Canada and globally. Meaningful inclusion requires integrating Jewish-specific learning into DEI training, covering antisemitism, Jewish history, and the diversity of Jewish identity, as a mandatory step toward safety and equity.
2. Cultural sensitivity must extend to Jewish identity.
Just as workplaces discourage wearing apparel that could be seen as hostile to other communities-such as clothing with anti-religious slogans-we must apply the same standard when it comes to Jewish colleagues. Symbols or slogans that may feel empowering to some can reasonably be experienced by many Jewish colleagues as intimidating or exclusionary. Inclusion means ensuring all communities, including Jews, feel respected and secure at work.
3. Jewish stories must centre Jewish voices
Authentic representation requires meaningful involvement of Jewish creators-writers, directors, producers, and consultants-who bring lived experience and cultural understanding to the work. While collaboration is welcome and often necessary, Jewish people must play a central role in shaping how their stories are told, just as is expected with other equity-deserving communities. This mirrors industry norms for other identity-centric stories and is a floor, not a ceiling. Co-creation and intersectional collaboration are encouraged.
4. Respect for diversity must include diversity of thought within Jewish identity
It is discriminatory to isolate or exclude Jewish colleagues because of their views on Israel or on Jewish identity. Complex geopolitical debates cannot be used as grounds for bias or workplace exclusion.
5. Antisemitism is not a political opinion.
Like all forms of hate, antisemitism exists across the political spectrum. Workplace culture and policy must treat it as a safety issue, not as a matter for debate. Jewish people, like all communities, have the right to name the racism they experience and to be heard without invalidation or interrogation.
6. Grounding Policy in Established Definitions
We affirm the Government of Canada’s Handbook on the IHRA Working Definition of Antisemitism and IHRA’s working definition as essential tools for guiding policy, training, and incident review. These definitions provide a clear and consistent framework for understanding antisemitic behaviour, including discriminatory double standards, and help ensure that organizations address antisemitism with accuracy, fairness, and accountability.
How Organizations Can Adopt These Principles
1. Acknowledge the Principles Publicly
Formally recognize the Statement of Principles for Jewish Inclusion and affirm your organization’s commitment to Jewish safety, equity, and representation.
2. Integrate Jewish Learning Into DEI Training
Ensure all staff, especially leadership and HR, receive training that covers antisemitism, Jewish history, the diversity of Jewish identity, and how these issues intersect with workplace culture.
3. Update Policies to Reflect Cultural Sensitivity
Review dress codes, conduct policies, and workplace expectations to ensure symbols, slogans, or behaviours that may intimidate or exclude Jewish colleagues are addressed in the same way as those affecting any other community.
4. Ensure Jewish Representation in Storytelling
For projects involving Jewish stories or themes, include Jewish writers, directors, producers, consultants, or cultural advisors in central creative roles, mirroring practices already standard for other equity-deserving communities.
5. Protect Diversity of Thought Within Jewish Identity
Adopt policies that prohibit discrimination or exclusion of Jewish colleagues based on their views about Israel or Jewish identity. Make it explicit that geopolitical disagreements are never grounds for bias.
6. Treat Antisemitism as a Safety Issue - Not a Debate
Embed clear procedures for reporting, investigating, and addressing antisemitism. Train staff that Jewish people have the right to define the hate they experience without interrogation or invalidation.
7. Apply IHRA Definitions for Consistency
Use the Government of Canada’s Handbook on the IHRA Working Definition of Antisemitism to guide policy development, incident review, and training, including understanding double standards and discriminatory boycotts.
8. Review and Renew Regularly
Revisit these principles annually, ensuring they remain active, visible, and integrated into daily practice, not just statements on paper.