During the auspicious month of Ramadan, we are reminded to be respectful, considerate and thoughtful towards colleagues, friends and contacts who observe the religious month.
Flying in the face of a latest think tank group Policy Exchange who have been reported to say that ED&I stifles HR; their actual words were ‘bloats’ it, and harms it, I’ll firmly remain in the camp that thinks otherwise thank you. I would hope that there aren’t many out there in this day and age that support the view that equality and diversity reduce productivity and torment division.
This month, many Muslim employees will be observing a period of fasting, prayer, and reflection. A time for the rest of us, both employers and employees to reflect, actively demonstrate inclusion and most importantly ensure there is no breach of workplace equality laws.
Understanding
Many Muslims observe the fast from dawn, also known as Suhoor, until sunset (Iftar), and do not eat or drink during daylight hours.
Working during Ramadan can often be challenging due to reduced energy, changes to sleep routines.
The legal bit
Just a little reminder, Religion and belief are protected characteristics under the Equality Act 2010. Employers must not discriminate against individuals because of, or for a reason connected with or apply a provision criterion or practice that’s puts Muslim employees at a disadvantage which cannot be objectively justified because of their religion or belief including observing Ramadan. It would also amount to unlawful victimisation if an employee was then discriminated against after raising concerns about religious discrimination.
What can employers do?
- Flexibility – shift patterns / start times, or workloads.
- Private area / space for prayer or reflection.
- Consideration – team meetings / lunches/ events during fasting hours/ annual leave requests.
A few thoughtful adjustments can make a significant difference and maintaining an open channel of communication is key.
This not only builds trust and morale but also strengthens the employer employee relationship which in turn inevitably translates into loyalty, dedication and hard work. After all trust and confidence is a fundamental implied term of an employment contract.
Inclusion is not a devolution of autonomy. Embracing inclusion is a fundamental marker of good and progressive considerate leadership, certainly not a bloating factor!