Accommodating Religious Diversity in the Workplace

Joanne Lockwood

Tags: Workplace, Beliefs, Religion, Faith, Employee Experience, Employees, People, Culture, Belonging, HR, Discrimination, Respect, Belief, Equality, Inclusion, Diversity, Recruitment

The need for workplace accommodations for religious diversity and expression has become more pressing in an ever-inclusive world. The Equality Act of 2010 made religion and belief a protected characteristic. This means that employers have a duty to accommodate workers’ religious beliefs or could find themselves liable.

In this blog post, we will explore some of the challenges that employers face when accommodating workers’ religious beliefs and offer some tips for how to create a respectful and inclusive workplace for all.

The benefits of religious diversity in the workplace

By making accommodations for religious diversity, a business can better attract and retain a workforce representative of the wider society in which it operates. Many studies have shown just how integral inclusivity is at all levels of business operation, bringing a diversity of thought and outlook.

From a very human point of view, religion can form the deepest sense of identity for an individual. Their beliefs can inform their work ethics, ambitions, hopes, and relations with their colleagues. To disregard a person’s beliefs can be detrimental to their sense of self leading to poor employee retention. It’s a matter of basic human dignity!

Making accommodations for religious and spiritual belief

Many businesses have found a way to provide a space for introspection – somewhere quiet for employees to pray, meditate, or reflect regardless of their faith, or lack thereof. Some business have been able to provideas foot washing stations for their Muslim employees. It is worth noting that some religions require separate spaces depending on gender.
Other businesses have found a way to create a flexible schedule for their employees, allowing them to perhaps visit their Mosque on Fridays, or to start later in the morning to accommodate their bible study. Another possibility might be arranging phone cover to allow an employee time to pray at set times.
A simple change in dress code could be made to allow people to dress according to one’s religious beliefs.
Sensitive consideration could be made for religious dietary requirements. Many Jews, for example, don’t eat pork, Hindus may avoid meat and eggs, Muslims may fast during Ramadan.

These sensitive accommodations are always wholeheartedly welcomed by those who take them up. They can bring their wholes selves into the business, often creating a greater sense of loyalty, an increase in moral, and improved productivity. Such accommodations are also an attractive point during the recruitment process, enabling greater diversity within a workplace setting.

Which religions should you be accommodating?

There isn’t a clear answer for which religions should be accommodated for. While there is a significant section of the UK population who declare themselves as part of an Abrahamic faith (Islam, Judaism, and Christianity), there are many more who hold less common faith/belief paths (such as Pagan, Buddhist, Hindu, or those who state that they are spiritual but not religious). There may even be non-religious employees (atheist, agnostic) who would appreciate a quiet space for reflection.

Our suggestion is to open a dialogue with existing employees, asking them directly – what accommodations they would like to see? What accommodations can realistically be made within the business? Each individual case must be assessed on its own merits.

When accommodations can’t be made

However, accommodating workers’ religious diversity can sometimes be a challenge for employers. There may be times when making changes mean compromising business operations or infringing on another employee’s rights. Additionally, there may be some instances where respecting an employee’s religious belief would conflict with another important workplace objective; in such cases, other considerations (such as safety, or law) would take precedence over accommodation of religious beliefs.

Examples of this might be:

What accommodations can an employer make if a room isn’t available, or cover can’t be obtained for multiple daytime prayers?
What can be done to minimise disruption when an employee requests time off during a busy period?
What can be done about non-religious people feeling offended or upset by any extra allowances given to religious people?
What can be done when a religious person’s beliefs are in direct conflict with the Equality Act, workplace culture, or decency? For example, beliefs concerning a colleague’s gender identity. It isn’t appropriate for any employee to weaponise their beliefs against another.

In some cases, an accommodation may not be possible or may not be appropriate. For example, if an accommodation would pose an undue hardship on the employer or would result in discrimination against other employees, it may not be required by law.

In conclusion…

It is important for employers to respect workers’ religious beliefs, creating a diverse and inclusive workplace where everyone feels welcome and valued. Everyone has the right to practice their religion freely, and that includes at work. When employees feel like they can bring their whole selves to work without fear of discrimination or exclusion, they are more likely to be engaged and productive members of the team.

Accommodating religious beliefs does not have to conflict with business operations or infringement on employee rights; in fact, many simple accommodations can make a big difference for employees with religious obligations. By maintaining open communication and understanding common misconceptions, employers can create a respectful workplace for all employees regardless of their religious beliefs.

Sass Adams (they/them she/hers) is the Social Media Manager for SEE Change Happen and an Interfaith Minister.

They can be reached via https://seechangehappen.co.uk