By Gideon Schulman
We talk a lot about inclusion at work—gender, race, sexuality, neurodiversity. But there’s one topic that often makes organisations uncomfortable: faith. It’s quietly left out of the EDI conversation. Sometimes unintentionally. Sometimes by design.
And yet, for millions of people, faith isn’t just a private belief—it’s part of their identity, values, and daily life. When it’s not acknowledged, they’re forced to leave a part of themselves at the door.
Why faith matters at work
For people of faith, religious practice may shape:
- What they eat
- When they pray
- How they dress
- Which days they work—or don’t
- How they approach ethics, care, and decision-making
Ignoring that isn’t neutral. It’s exclusion by omission.
What faith inclusion actually looks like
It’s not about forcing religion into the workplace. It’s about making room for those who live with faith as part of their everyday experience.
It could mean:
- Flexible break times for prayer or religious observance
- Dietary consideration at staff events (halal, kosher, vegetarian)
- Awareness of key religious dates when scheduling major meetings or assessments
- Dress code flexibility to allow for religious clothing or head coverings
- Faith-sensitive policies around bereavement, healthcare, or end-of-life matters
Faith inclusion isn’t about special treatment. It’s about basic respect.
The myths holding us back
“I don’t want to offend anyone.”
“It’s too complex.”
“Faith has no place at work.”
I’ve heard these more times than I can count. But fear of getting it wrong often leads to doing nothing. And that’s where people feel invisible.
Faith inclusion doesn’t mean endorsing any belief—it means creating space for authenticity, empathy, and understanding.
Start by listening
Every workplace is different. The key is curiosity, not assumptions. Ask:
- Are people of faith comfortable bringing their whole selves to work?
- Do we create space for different beliefs—or just tolerate them silently?
- Who gets to define what “inclusive” looks like?
Faith shouldn’t be the elephant in the diversity room. It should be part of the conversation, led with humility and compassion.
Final thought
Inclusion means inclusion—for everyone. That includes people of faith, no faith, or uncertain faith. Until we can talk about belief with the same openness we give other identities, our EDI strategies will remain incomplete.
Faith, when handled with care and curiosity, can deepen our workplaces—not divide them.
If you’re building an inclusive culture and want to do more than tick boxes, I’m always happy to explore practical, respectful ways to bring faith into the conversation.
About the author
Gideon Schulman
Chief Strategy Officer
Former International HR Director, who has vast experience with HR policies and compliance. Specialises in making sure we follow all current and pending legislation and plan a strategic oversight of the organisation.
We talk a lot about inclusion at work—gender, race, sexuality, neurodiversity. But there’s one topic that often makes organisations uncomfortable: faith. It’s quietly left out of the EDI conversation. Sometimes unintentionally. Sometimes by design.
And yet, for millions of people, faith isn’t just a private belief—it’s part of their identity, values, and daily life. When it’s not acknowledged, they’re forced to leave a part of themselves at the door.
Why faith matters at work
For people of faith, religious practice may shape:
- What they eat
- When they pray
- How they dress
- Which days they work—or don’t
- How they approach ethics, care, and decision-making
Ignoring that isn’t neutral. It’s exclusion by omission.
What faith inclusion actually looks like
It’s not about forcing religion into the workplace. It’s about making room for those who live with faith as part of their everyday experience.
It could mean:
- Flexible break times for prayer or religious observance
- Dietary consideration at staff events (halal, kosher, vegetarian)
- Awareness of key religious dates when scheduling major meetings or assessments
- Dress code flexibility to allow for religious clothing or head coverings
- Faith-sensitive policies around bereavement, healthcare, or end-of-life matters
Faith inclusion isn’t about special treatment. It’s about basic respect.
The myths holding us back
“I don’t want to offend anyone.”
“It’s too complex.”
“Faith has no place at work.”
I’ve heard these more times than I can count. But fear of getting it wrong often leads to doing nothing. And that’s where people feel invisible.
Faith inclusion doesn’t mean endorsing any belief—it means creating space for authenticity, empathy, and understanding.
Start by listening
Every workplace is different. The key is curiosity, not assumptions. Ask:
- Are people of faith comfortable bringing their whole selves to work?
- Do we create space for different beliefs—or just tolerate them silently?
- Who gets to define what “inclusive” looks like?
Faith shouldn’t be the elephant in the diversity room. It should be part of the conversation, led with humility and compassion.
Final thought
Inclusion means inclusion—for everyone. That includes people of faith, no faith, or uncertain faith. Until we can talk about belief with the same openness we give other identities, our EDI strategies will remain incomplete.
Faith, when handled with care and curiosity, can deepen our workplaces—not divide them.
If you’re building an inclusive culture and want to do more than tick boxes, I’m always happy to explore practical, respectful ways to bring faith into the conversation.
About the author
Gideon Schulman
Chief Strategy Officer
Former International HR Director, who has vast experience with HR policies and compliance. Specialises in making sure we follow all current and pending legislation and plan a strategic oversight of the organisation.
