5 ways to create an inclusive workplace culture during Ramadan

As we talk about Diversity, Equity, and Inclusion (DEI), it’s important to acknowledge that while we have made significant progress in recognizing and celebrating gender diversity, there’s still much work to be done in exploring the intricate tapestry of cultural nuances and religious observances.

While, it is understandable that these topics can be complex and often difficult to navigate, it is equally important that we continue to work towards creating a more inclusive world where everyone feels seen, heard, and valued.

Ramadan is a prime example of such an observance, a sacred period marked by Muslims worldwide through fasting and spiritual reflection. In the spirit of fostering an inclusive workplace, it becomes imperative for organizations to go beyond mere acknowledgement and actively integrate practices that respect and support these religious commitments.

This article is a “recommended read” for every employer, team leader, colleague and working professional, to have a more inclusive approach towards your team members who are observing this fasting period, ensuring that all employees, irrespective of their faith, feel valued and supported.

Also read: The A to Z of inclusive language in the workplace

Ramadan, observed during the ninth month of the Islamic calendar, is when Muslims worldwide engage in fasting from dawn until sunset. During Ramadan, organisations can extend immense support to their Muslim employees by incorporating some practical ways in the day-to-day operations of their workplace.

Here are five ways in which you can create an inclusive workplace culture during Ramadan:

1. Adjusting meeting times: Ramadan is one of the most auspicious months for Muslims. As a result, they spend a lot of time in worship. Muslims are obligated to offer namaz five times during the day. Companies must avoid scheduling meetings and calls during these times and at the time of breaking the fast in the evening.

2. Flexible work hours: Energy levels can fluctuate during the day. Companies should consider offering flexible work timings to their team members who observe fasts. Adjust work tasks and deadlines for earlier or later hours, or offer short breaks for rest and prayers.

3. Education and awareness: Educate yourself and your non-Muslim team members on the spiritual significance of Ramadan. Encourage asking respectful questions to your Muslim colleagues. Most will appreciate the open dialogue and your interest.

4. Be respectful and understanding: Recognize that your Muslim team members are fasting for religious reasons. Fasting affects focus and concentration. If possible, let them work at their own pace and according to their energy levels. Extend patience if someone is less focused or energetic than usual. 

5. Avoid assumptions and extend support: It’s important to remember that not everyone may be required to fast due to health conditions or other religiously valid exemptions. It’s respectful not to inquire into the reasons. The emphasis should be on providing support to those who choose to observe.

Creating an inclusive workplace culture, especially during significant periods such as Ramadan, is not just about compliance or checking a box in the DEI agenda; it’s about weaving a fabric of understanding, respect, and support that encompasses every member of the organization.

By implementing practices such as adjusting meeting times, offering flexible work hours, promoting education and awareness, being respectful and understanding, and avoiding assumptions while extending support, companies demonstrate a profound commitment to diversity and inclusion.

Also read: Why Ungender Focuses on Making Inclusive Workplaces

These actions go a long way in fostering a sense of belonging among all employees, enhancing team cohesion, and fortifying the organization’s dedication to creating an environment where diversity is not just recognized but celebrated.

As we strive towards a more inclusive corporate world, let us remember that it is the collective responsibility of every organization and its members to nurture an atmosphere that respects and honours the diverse cultural and religious backgrounds of its workforce, not just during Ramadan but throughout the year.

Author: Pallavi Pareek is the Founder and MD of Ungender. Having handled more than 6000 sexual harassment and workplace misconduct cases, she is an expert in the field of workplace sexual harassment laws and in building diverse and inclusive workplaces. Pallavi is also the leading advisor, trainer, consultant, and external member for some of India’s biggest organizations in these matters. Her approach is grounded in research, and she draws upon the latest insights and best practices to inform her work.

Co-author: Sidra Javed is the Head of Growth & Partnerships at Ungender. Her writing stems from the consultation that she provides to Culture Leaders across various sectors on building a safe and inclusive culture for their teams. Her approach is grounded in lived experiences and open conversations around workplace inclusivity.