The hesitation to talk about religion at work stems from various concerns. Some worry about offending colleagues or the potential to polarise the workforce. Others fear that discussing personal beliefs might blur professional boundaries or lead to exclusion. Despite these concerns, it’s important to recognise the role of religion and spirituality in shaping identities. I’m sympathetic, I have not always been comfortable about ‘outing’ myself at work as a person of faith. Even though my spirituality forms a fundamental – no pun intended – aspect of my identity, for many years I covered my faith identity at work. Sociologist Erving Goffman’s concept of “covering” or hiding stigmatised identities, resonates with many, who conceal their faith.
Celebratory times like Christmas or Diwali, provide an opportunity to initiate these conversations, celebrating shared values across different faiths. Moreover, far from being a toxic subject, holding sacred space to discuss religion and spirituality in the workplace can have therapeutic benefits for all of us. But, to borrow from scripture, the seeds of diversity need to be sown in the soil of inclusion, not the rocky ground of reputational optics or the thorny ground of ‘wokery’. In the world of, it’s essential to facilitate faith-based inclusion dialogues to raise appreciation for diverse religious beliefs and practices and foster advocacy, collaboration and cultural competence. By disarming and stereotypes and promoting empathy, such dialogues contribute to a more conscious, educated and inclusive workplace and show that despite our differences in faith, there’s more that unites us than divides us.
Creating a space for religious and spiritual expression at work, while respecting everyone’s beliefs (including un-beliefs), can significantly enhance workplace harmony. It can improve employee satisfaction and mental health, increase productivity and loyalty and combat stereotypes and prejudices. In today’s economy it is difficult to overstate the importance of business ethics. Today customers don’t want to use our goods and services unless they know that we are in the business of service and good, which is the very outworking of true religion and spirituality. In our increasingly polarised society, the benefits of respecting diverse practices and encouraging open dialogue about religion are more important than ever. These actions not only enrich the work environment but also demonstrate a commitment to employee wellbeing and inclusivity. Here are a few suggested steps to promote religious and spiritual diversity in your organisation. Initiate Open Dialogues: Organise facilitated, psychologically safe sessions where employees can share their religious beliefs and practices. Promote Inclusive Policies: Ensure your organisation’s policies reflect a commitment to religious diversity. Address Stereotypes and Microaggressions: Actively work to dismantle any stereotypes or biases related to religion within your organisation. Build Cultural Competence: Help people to understand that we are all unique and diverse and that religion, spirituality and beliefs are an aspect of this but an important one. By embracing these actions, HR directors can play a pivotal role in curating a work culture where religious and spiritual diversity is not just accepted but celebrated. After all, to borrow a strapline,
