Importance of religious identity reveals way forward for inclusion
Published: 17 October 2024
The importance of bringing religious accommodation into workplace equality, diversity and inclusion practices is highlighted in a first of its kind research study. A novel model that conceptualises how Muslims navigate their stigmatised identity in the workplace has been developed by Dr Rami Al-Sharif.
The importance of bringing religious accommodation into workplace equality, diversity and inclusion practices is highlighted in a first of its kind research study.
A novel model that conceptualises how Muslims navigate their stigmatised identity in the workplace has been developed by Dr Rami Al-Sharif from University of Glasgow Adam Smith Business School.
As a social group, Muslims have been subject to Islamophobia and hate crimes which have reached 2,703 offences in England and Wales between 2020 and 2021, representing 45% of all religious hate crimes (GOV.UK, 2021).
Sadly, negative attitudes and behaviours towards Muslims seep through workplaces. Dr Al-Sharif said: “Muslims face challenges in securing jobs, promotion and progression in their careers and are often subject to workplace stigmatisation, surveillance, distrust and hostility. Despite the significant challenges Muslims face because of their stigmatised religious identity, little is known about how they navigate their identity.’’
In the research, published in the British Psychological Society, Dr Al-Sharif conducted interviews focusing on the workplace experiences of skilled practising Muslim professionals working in financial services, consultancy, IT and the health sector, to identify how they navigate their stigmatised religious identity in the workplace.
Findings showed this social group would expend part of their mental resources navigating workplace stigma rather than using their resources purely for job performance, which gives them an additional hurdle.
The research advances understanding of authenticity. It found that despite the challenges these professionals face in the workplace, they tend to remain authentic, true and open about who they are, and do not conceal or change aspects of their religious identity. They are also keen to practice their religion in the workplace, for example, using their breaks for prayers, fasting during Ramadan, and not removing their Muslim attire or changing their appearance.
They perceive their religious identity as part of their authentic-self, and emphasise their responsibility to contest religious stigma. They use workplace discourse to reinterpret, defend and correct views about their Muslim identity to colleagues who have been misled by negative perceptions and stereotypes in wider society.
This study identifies the significance of turning to God and religious practices as another way of navigating workplace stigmatisation whilst also proactively challenging experiences of stigmatisation.
Interestingly, the research showed those in more senior and leadership positions use the privilege of their seniority which provides them with power and control over the fairness of the workplace.
It further revealed that these skilled individuals tend to look for work within inclusive organisations and ask questions at an early stage of job interviews as to whether they accommodate the Muslim religion, provide a place for prayer and allow them to attend Friday prayers at a mosque.
Religious diversity and the beliefs and values of different religions can bring a wide array of benefits to organisations, including ethical conduct, commitment, citizenship behaviours, and quality customer service. Therefore, organisations should incorporate religious accommodation into their EDI policies and practices, which in turn can promote feelings of acceptance, belongingness, tolerance and environment-fit for religious minority groups.
Workplaces are at risk of losing important talent if they are not, and are not perceived to be, inclusive and providing an identity-safe environment for stigmatised groups. Understanding stigmatisation and its consequences for a particular social group increases the possibility of tackling the problem and overcoming division in society. Key recommendations include:
• Employers and HR practitioners should support better workplace integration of minority religious groups and inclusive practices
• Including religious accommodation into diversity management programmes would increase acceptance, understanding and a sense of belonging
• Diversity management programmes should promote understanding of different religions and beliefs.
This work could inform organisational equality, diversity and inclusion practices and policy making.
First published: 17 October 2024
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