The Last Taboo: Religion in the Workplace
Introduction
Over the past decade, the workplace has seen a push not just for greater inclusion, but for more authentic self-expression. Employees are now encouraged to bring their whole selves to work, with conversations around race, gender, and sexuality becoming mainstream. Yet, one form of diversity remains in a grey area: religion.
“Religion and business is considered one of the last taboos,” says Derek van Bever, a Senior Lecturer at Harvard Business School. [1]
Dr Simran Jeet Singh, Executive Director of the Aspen Institute’s Religion & Society Program, echoes this sentiment. “Religion,” he says, “is not just overlooked, but often deliberately avoided. Even I, a scholar of religion and a person of faith, am reticent to have conversations about it with my colleagues.” [2]
So why has religion been sidelined in the progressive discourse? And more importantly, what can businesses and leaders do to foster a truly inclusive environment — one that acknowledges religion alongside other identities?
The leftovers
The exclusion of religion from workplace diversity initiatives reveals a significant gap in the progress we’ve made. While around 84% of the world’s population is affiliated with a religion, this statistic can misleadingly suggest that religious individuals are a majority who don’t require the same protections as other minority groups [3]. In reality, religious discrimination is a persistent issue, as the numbers confirm.
According to data from the US Equal Employment Opportunity Commission, religious discrimination complaints increased by over 50% between 2003 and 2018 [4]. Meanwhile, a recent study by Eldessouky Law, based on Equal Employment Opportunity Commission (EEOC) data, highlights a worrying rise in workplace religious discrimination. [5]
In Ireland, a traditionally Catholic country, census data reveals a sharp increase in the number of Muslim and Hindu workers over the past decade [6]. It’s hard to imagine that such transitions have always been smooth, with inevitable challenges and missteps in integration. As Dr Singh says, “The truth is that talking about religion can be tricky. It’s personal. It’s messy. It’s sensitive. In many countries, it carries a real risk to life and liberty.” [7]
However, ignoring these challenges doesn’t solve them; it only exacerbates them. We have to accept the messiness intrinsic to discussions on religion in the workplace rather than hoping for a clean and perfect solution. Only then can we make steps forward.
“As a Muslim student, I can’t expect perfection at university or in my future employer,” says Zaynab Ahmed, a final year law student at Oxford university, speaking to the Financial Times. “But I do expect them to try.” [8]
Trying: What not to do
To address these issues, Dr. Singh argues that the taboo surrounding religion must end. “By ignoring the problem, we further exacerbate it,” he says. “Many of us make assumptions about religions we don’t understand, which can then show up as microaggressions or racism against our colleagues and clients. We may end up perpetuating negative, and often false, stereotypes…failing to listen to and understand the experiences of people from religious minorities alienates much of the workforce.” [9]
Singh gives an example of such a microaggression from his personal life. Wearing his turban, he walked into a client’s office to conduct a workshop on inclusion and was met with the client commenting, “I didn’t know you were doing the whole religion thing. I hope you’re not here to convert people.” [10]
This is an overt example, in the sense that Singh’s religious garment is directly commented upon in a work setting, and yet it’s one that some people would probably think could be shrugged off –– which is precisely the problem. Think of this comment applied to any other minority group: “I didn’t know you were doing the whole gay thing.” “I didn’t know you were doing the whole transgender thing.” The disparity in attitudes toward religious diversity is clear.
Van Bever notes that many companies lack formal policies on how to handle religion in the workplace, leaving management unsure of how to navigate these sensitive situations. For instance, is your company accommodating prayer times, dietary restrictions, or religious dress? Often, these questions go unasked — not out of malice, but because they’re uncomfortable to address or because management assumes that, in the absence of complaints, everything is fine. Yet, a corporate lawyer speaking to the Financial Times highlighted how she felt more “othered” at work than at university, particularly in social settings where she was pressured to drink alcohol, making her feel isolated. [11]
These overlooked issues can create environments where religious employees feel uncomfortable, a problem that leaders must address proactively. For example, a popular ‘team bonding’ activity that companies partake in is a cocktail making class. For some workers, this is a great, fun idea. For others, it may be against their religion and exclusionary in its nature. It may seem harmless, but such lack of consideration can alienate team members.
Trying: What to do
Dr Singh offers three pieces of advice for leaders who wish to make their workplace more comfortable for religious workers [12]. First, he says managers need to educate themselves. They should know the general background of each of their team members so they’re better equipped to accommodate them and any religious practices they may adhere to. However, Singh warns against making broad assumptions.
“Remember that bias can also show up in harmful assumptions,” he writes, “like conflating one person’s religious perspectives and practices with that of the entire community. For instance, it may be against Sikh teachings to cut one’s hair, yet many Sikhs do, and that doesn’t make them any less Sikh. The same is true for Muslims who drink alcohol. You may have one Muslim employee who finds weekly company happy hours to be exclusionary, but you shouldn’t be surprised or judgmental when another Muslim employee shows up at happy hour and drinks alcohol without reservation.” [13]
Secondly, he recommends leaders advocate for inclusive practices. “Understand that diversity or representation is only part of the battle,” he says. “The real challenge lies in making people feel comfortable, safe, and seen at work.” He advises that the best way to do that is by creating a space in which workers feel comfortable to undertake any religious practices without shame or judgement. That might mean making a physical space for them to pray or it could be as simple as ensuring there are halal or kosher food options at staff events, or that work events aren’t organised at the same time as religious activities. For example, Muslims usually gather for prayers on Friday afternoons and Jews observe Shabbat each week from sunset on Friday to sunset on Saturday. Does your work social have to be on a Friday night, or can it factor these religious practices into its organisation?
Finally, Dr Singh recommends creating a safe space for your team by speaking to them in one-on-ones and checking in that they feel comfortable. Or better yet, going further. For example, two global senior partners at law firm Clifford Chance sent a Ramadan Kareem (Blessed Ramadan) email to all staff last year describing ways to support Muslim colleagues and published a video about how workers celebrate Ramadan. “It opened the door for conversations with genuinely interested non-Muslim colleagues. It was lovely,” says Adilah Azil, a lawyer at the firm. [14]
These steps aren’t exclusive to managing religious diversity; they are hallmarks of effective leadership. Good managers know how to create a workplace where all employees thrive, and religion must be part of that equation.
Conflict
Of course, religious inclusivity isn’t always straightforward. Clashes may arise between an employee’s faith and the lifestyle choices of others. Van Bever raises difficult questions: Should companies alter dress codes or even brand identities to accommodate religious attire? Can private business owners reject customers based on religious convictions? These are complex issues, but they need to be addressed with clear policies so frontline workers aren’t left to navigate these situations without guidance.
“You want to make sure your organisation has policies in place and they are being communicated so people on the front line don’t have to decide how to work through these issues and make things up in the moment,” he says. [15]
In these situations, openness and fairness are key. It’s crucial to respect all employees’ rights and treat their beliefs equally. “Companies need to check their posture,” says van Bever. “They would never ask someone, ‘Do you have to wear that cross around your neck?’ Being aware that disparate treatment itself is discrimination is something a lot of companies haven’t caught up with today.” [16]
Religion in the workplace
While businesses have made significant strides in fostering diversity, the inclusion of religion in the workplace remains a challenge. Religion, despite being deeply personal and integral to the identities of many, is often treated as a taboo subject. This avoidance only perpetuates misunderstanding and discrimination, as evidenced by the increasing number of religious discrimination complaints. Dr Singh’s insights make it clear: businesses must actively engage with this issue, not ignore it. By educating themselves, advocating for inclusive practices, and creating safe spaces for dialogue, leaders can foster an environment where all employees, regardless of their faith, feel respected and valued.
However, religious inclusion can be complex. Conflicts may arise between personal beliefs and workplace policies, requiring clear communication and thoughtful policies that uphold the rights and dignity of all employees. Ultimately, as religion plays a pivotal role in the lives of so many, it must be thoughtfully integrated into diversity and inclusion efforts. Though remember too that “This shift is not just about inclusivity; it’s about recognising the full potential of our workforce and the communities we serve.” [17]
More on Bias
Beyond Bias: Refining Our Decisions with Nuala Walsh – Podcast
The Expectation Effect: How Your Mindset Can Transform Your Life – David Robson
Mastering Decisions: The Strategic Edge of Red Teaming in a Biased World
Sources
[2] https://hbr.org/2022/09/how-to-talk-about-religion-at-work
[6] https://insighthr.ie/managing-religious-diversity-in-the-workplace/
[7] https://hbr.org/2022/09/how-to-talk-about-religion-at-work
[8] https://www.ft.com/content/7761abe5-f7c8-4cf6-a452-1be3a2e24138
[9] https://hbr.org/2022/09/how-to-talk-about-religion-at-work
[10] https://hbr.org/2022/09/how-to-talk-about-religion-at-work
[11] https://www.ft.com/content/7761abe5-f7c8-4cf6-a452-1be3a2e24138
[12] https://hbr.org/2022/09/how-to-talk-about-religion-at-work
[13] https://hbr.org/2022/09/how-to-talk-about-religion-at-work
[14] https://www.ft.com/content/7761abe5-f7c8-4cf6-a452-1be3a2e24138
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