Why employers must embrace religious diversity

News that SA’s unemployment rate has decreased by 1.3 percentage points in the third quarter of the year may come as a relief to many. The validity of the statistics is still a controversial issue. StatsSA is the one that compiles them and has changed the definitions of certain terms as well as the way they collate the data. It was a realisation for me at a church when I watched a group of worshippers praying fervently to find a job. The sheer number of these requests reveals the deep economic hardship many people face and points directly to the country’s structural inequalities. This may also illustrate why, for some employees, their presence in a workplace is seen as a result of their faith and religious beliefs.Yet, despite this personal significance, some organisations do not make the connection between how employees’ faith impacts their experience of inclusion, exclusion, and belonging at work. The 2024 study examined the experiences undergraduate students of an African initiated church at a South African institution. It argued that by fostering a diverse environment where everyone can feel included, institutions can create a more inclusive culture. The study shows that universities must not only value religious diversity, but also engage students as equals and without trying to change them. The universities are not only places of learning. They also define what they consider an acceptable belief. “acceptable belief” The way future leaders approach diversity at work is shaped by this. Human resources professionals and labour relations practitioners, as well as diversity, equity and inclusion (DEIB), need to encourage workplace conversations that promote inclusivity, faith and diversity. This oversight fuels tensions in the workplace and exposes organizations to legal and reputational risk. Consider, for instance, the viral story about an intern who announced the Rapture via a corporate email. This incident raises more serious questions such as whether the intern was adequately informed during onboarding about the limits of religious expression in the workplace. A lack of awareness of the religious diversity at work can lead to legal cases. Sun International Management Limited, v. Sayiti ruled that a Seventh-day Adventist was not dismissed because she refused to work on Saturdays or Fridays to observe the Sabbath. The Supreme Court of Appeal in Kievits Kroon Country Estate v. Mmoledi found that a true ancestral calling justified the refusal to obey work instructions. According to Hlengiwe Opuku, principal labour relations consultant at RONI Legacy “organisations often struggle to respond to faith-based expressions that require the business to accommodate an employee. The cost isn’t just financial; it negatively impacts team culture. When an employee who was dismissed is ordered to return to work, unresolved tensions and the need for ongoing accommodation remain.”It is to their credit that many companies provide space for muslim workers to pray in the workplace. This is a significant step in the direction of inclusion. This raises a question, however: If one religious group can be accommodated, why cannot others? Professor Zahraa Mcdonald, at a colloquium held on reimagining theology and religion, at the University of Johannesburg posed an important and provocative question. “What do we teach in the university that allows people to understand how to engage regardless of whether they share a belief or not, whether they share a spiritual expression or not?” The need for dialogue and transformation is evident in disputes over Sabbath observance and spiritual announcements at work. In order to address religious diversity, more than just blanket policies are needed because religious identity isn’t monolithic. There is a great deal of diversity within Christianity. In addition, not every employee is religious. Human resources practitioners must adopt an intersectional approach that takes into account how race, gender and class intersect with religion. A Black woman who attends an African-initiated Church may feel excluded differently than a White male from an Anglican Church. The most effective way to start is by introducing structured engagements. The employees must feel comfortable expressing how their religious beliefs influence their work. This involves creating spaces, both formal and non-formal, where people feel free to speak their minds without fear of ridicule. The collaboration with DEIB professionals and universities who are familiar with the subtleties of belief systems, and the social-political histories which shape them, can help organisations move away from compliance-driven inclusion to meaningful inclusion that is rooted in lived reality. Faith and spirituality must be integrated into wellness programs. Many employees find that spiritual practices help them cope with stress, grieving and workplace challenges. Ignoring this aspect risks alienating employees who rely on ancestral rituals, prayer, meditation or other spiritual practices for emotional resilience. Wellness initiatives that include optional spiritual support, such as access to chaplains, quiet rooms, or partnerships with faith leaders, can enhance wellbeing without imposing belief systems.In SA, faith is not a private matter; it’s a public force that shapes how people work, lead, and relate. Ignoring the diversity of religions is a strategic mistake. By engaging faith as a legitimate aspect of identity, organisations are able to build cultures of trust and reduce legal risks, while unlocking new forms of innovation and resilience. Ngubane, a marketing assistant in the University of Johannesburg library, is an expert on religion.
2025-11-18 10:51:26