Accommodating a religiously diverse workplace is not just a nice to have practice; it’s increasingly becoming a must have for business and company leaders. For 15 years, I’ve worked for Interfaith Youth Core (IFYC), a nonprofit in Chicago that is dedicated to advancing interfaith cooperation in the United States. The number one question I get from peers in business and nonprofit spaces is not about the latest hot topic related to religious identity — it’s usually some version of this: “As an interfaith organization, how do you handle religious holidays for your employees?”
Are Non-Christian Employees Represented in Your Holiday Policies?
One third of Americans don’t identify as Christian. Here’s how to offer a more equitable approach to time off.
October 20, 2021
HBR Staff/leolintang/Getty Images; Unsplash
Summary.
In the United States, many companies’ holiday schedules were built during an era when most workers were Christians. Today one-third of Americans do not identify as Christian, and that percentage has been increasing. When giving employees time off for religious holidays, companies should take steps to recognize that; one tactic is giving people “floating holidays” they can use flexibly instead of designating some religious days as more important than others.
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Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.