Religion at Work: A Silent Struggle for UK Employees
In the UK, employees who identify with a religion often feel unable to express their faith openly at work, as revealed by a new study titled Religion at Work: the invisible dimension of workplace diversity. The research, conducted by workplace psychologist Professor Binna Kandola, highlights a gap between employer perceptions of inclusivity and the everyday realities faced by religious employees.
The study, which surveyed 610 UK employees from Christian, Buddhist, Hindu, Jewish, Muslim, and Sikh backgrounds, found that although 62% of the population identifies with a religion, discussions about faith are uncommon in professional settings. Many employees tend to avoid these conversations altogether.
Nearly 59% of respondents believe that religious discrimination exists at work, and 66% feel uncomfortable discussing their faith in the workplace. Concerns about potential misunderstandings and conflicts lead almost half of the participants to steer clear of such discussions.
Professor Kandola described religion as being “largely invisible at work,” noting that employees often cannot discuss an integral part of their identities. He remarked, “This is a real paradox between what people are interested in, what they can talk about, and the things that kind of, what people identify with the most, actually, they can’t talk about.”
Severe incidents of religious bias are rare, but subtle forms of discrimination are pervasive. The study reports that 27% of participants have witnessed religious discrimination, and 15% have personally experienced it. Stereotyping and intrusive questioning about personal beliefs were noted by 27% and 25% of respondents, respectively.
Moreover, some employees feel pressured to participate in events conflicting with their beliefs (24%) or encounter marginalization after disclosing their faith (21%). In more extreme cases, 4% reported experiencing verbal or physical abuse related to their religion.
Professor Kandola pointed out, “A lot of these things here, to be honest, actually seem more, more obvious than you find on gender or race… And if it was any other group… a minority group… if that was what we found, that would be something the organisation would do something about. Because it’s religion, it kind of continues.”
The findings reveal a disconnect between employer assurances of inclusivity and the experiences of religious employees. Despite a 2018 Chartered Institute of Personnel and Development survey where over 90% of employers considered themselves inclusive on religion, many workers still feel overlooked or uneasy.
The study suggests that religion often remains excluded from broader diversity and inclusion initiatives, even though it is a crucial part of many individuals’ identities. Limited religious understanding among colleagues contributes to stereotypes and discomfort, hindering open conversations about faith.
Professor Kandola stated, “People don’t want to know. I find it’s one of those areas where I kind of think it’s not changing as rapidly as we might want.” He warned that the lack of dialogue could have broader implications, affecting employees’ psychological safety and sense of belonging.
Drawing from wider research, Kandola noted that individuals of faith may approach decision-making in more ethical ways. He questioned whether increased openness about faith could enhance ethical decision-making in organizations.
The report urges organizations to foster environments where respectful conversations about religion can occur. Recommendations include setting clear dialogue expectations, encouraging mutual respect, and creating safe spaces for employees to express their beliefs without fear of judgment.
Improving religious engagement in workplaces is not just about inclusivity, but also about strengthening the overall organizational culture, according to Professor Kandola.
This article was originally written by www.christiantoday.com
