How to manage religious diversity in the workplace

Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.

Examples of religious accommodations may include: scheduling changes (arrivals, departures, floating/optional holidays, flexible work breaks and any other scheduling changes); voluntary shift substitutions and/or swaps; job reassignments, such as changes of position tasks and lateral transfers; and modifications to …

1. Offer training to employees on religious diversity.
2. Provide time off to employees for religious reasons.
3. Adopt a zero-tolerance policy for religion-based bullying.
4. Build an inclusive environment.

By following a few guidelines, it is possible to have a workplace that is enriched by its diversity.

1. Offer training to all employees.
2. Provide time off to employees for religious reasons.
3. Encourage employees to accept differences.
4. Avoid overreacting to simple issues that may arise.

There may be language barriers, different communication styles or preferences, or people with hearing loss on your team. It’s important to address these challenges before they become problematic. Let’s say, for instance, you find a generational difference in communication preferences.

Provide person-centered care and work in a non-judgemental manner. Employees should be encouraged to value diversity and respect the attributes that make people different. Care plans should be personalised to reflect the likes, dislikes, personal history and beliefs of each individual.

Monitoring is the collection of statistical data, through questionnaires or surveys, to measure performance and improvement. In this case it’s using that information people provide about themselves to help measure performance and improvement in relation to equality and diversity.

What methods can be used to review the diversity policy? (Minimum 20 words) This can include internal processes, such as employee feedback, auditing requirements and external review boards. Employees are encouraged to provide feedback on the policy during annual performance appraisals and job satisfaction surveys.

An equality and diversity policy is simply a written agreement for your group about how you will avoid discriminating against people, and how you will create a safe and inclusive atmosphere for your members and service users. Your equality and diversity policy does not have to be long and fancy.

Setting clear rules in regards to how people should be treated. Challenging any negative attitudes. Treating all staff and students fairly and equally. Creating an all-inclusive culture for staff and students.

The Equality Act 2010 is the legislation surrounding the topics of equality and diversity. This can cover all areas of society, but whatever the area, it works on the basis of nine protected characteristics: Age. Disability.

Synopsis:

1. We all have biases.
2. Get to know someone different than you.
3. Invite input from others with different backgrounds.
4. Bring together diverse groups for innovation.
5. Respect religious holidays.
6. Find someone with a different background who shares the same company goal with you and strategize with them.