Society is often portrayed as increasingly secular; however, 62% of people in the world define themselves as religious, and Americans say they encounter religious diversity at work more than in any other sphere of their lives.
Religious inclusion at work plays an important role in bringing people together and fostering respect and understanding. It’s also essential in encouraging diversity and all the benefits that it brings to business. However, a study by the Religious Freedom & Business Foundation (RFBF) shows that most Fortune 100 companies fail to include even a single mention of faith or belief on their main diversity landing pages.
Adopting inclusive practices is crucial to ensuring a more diverse workforce and improving the employee experience. However, while most organisations are seen to be making positive strides in diversity, only 29% spoke positively about inclusion. So how can this be applied to ensure our workplaces are inclusive of a multitude of faiths, and those with no religious beliefs?
An inclusive organisation begins with open communication and clear policies that prohibit discrimination and encourage respect and tolerance for colleagues.
Showing support for important religious events beyond the recognised Christian calendar is a small yet meaningful way of including colleagues of all faiths in company culture. It’s also an excellent opportunity to invite your colleagues of faith to shape how this is done.
Different religions have different days of celebration, so allowing the flexibility to choose which public holidays you work gives people of all faiths the opportunity to celebrate on the days most important to them. It also empowers all employees to use their paid leave in a way that suits their lifestyle.
A flexible approach to hours enables employees to continue their religious practices whilst working, this may include observing set prayer times or amending a working pattern to observe the Sabbath.
Using a multi-faith calendar, and making a rule to avoid scheduling important events on a significant day helps ensure all employees feel included. It’s also important to be conscious during periods of fast such as Ramadan, and avoid organising meetings over meals where employees won’t be able to partake.
Giving line managers guidance around different practices that may impact employees at work, such as prayer routines, celebrations and bereavements, can ensure that a fair and inclusive approach is adopted across the board. Employers should note that explaining practices to an employer at critical moments, such as the passing of a loved one, can add to a stressful situation and so training in this area is critical.
Ensuring there is a place for quiet reflection, prayer and meditation is an essential part of inclusion.
Interfaith groups can help inform diversity and inclusion in an organisation, and raise awareness of different practices and traditions. They can function as an internal employee group or smaller organisations may find it useful to join with an external organisation.
Many religious groups have specific dietary needs. Collecting dietary requirements as part of onboarding is an easy way to ensure you can cater to your staff's needs, from breakroom snack selection to event catering. This is also beneficial for non-religious colleagues with specific requirements and helps save time when organising events.
For further insight into Diversity and Inclusion in the workplace, download our complimentary guide.
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