Creating an inclusive workplace for religion and belief: Roles and duties, awareness, ERGs, time off, flexible working and monitoring

Author: Shelagh Prosser, an independent consultant who has held senior diversity posts in the civil service, the BBC and the transport industry.

Brightmine editor: Zuraida Curtis

Overview

In our series of five guides on creating an inclusive culture for religion and belief, we consider the key issues associated with religion or belief in the workplace and identify the steps that employers can take to address these issues fairly, while supporting the needs of the business.

In this guide, we explore the practical steps HR can take to create an inclusive workplace, including around employee resource groups (ERGs), time off for religious observance, flexible working and monitoring diversity. Other guides in the series:

• Creating an inclusive workplace for religion and belief: Definitions and the importance of good practice
• Creating an inclusive workplace for religion and belief: Principles of inclusive practice
• Creating an inclusive workplace for religion and belief: Recruitment and selection
• Creating an inclusive workplace for religion and belief: Practical steps on prayer, dress codes, fasting, bereavement and other aspects