Certified HR Pros reposted this
C-Level HR & DEI Executive| Fractional CHRO | HR & DEI Consultant | LinkedIn Top HR Voice | Board Member | Keynote Speaker | Ask me how HR, DEI, & AI working together could change our workplaces and therefore our world.
Alright, folks, buckle up because it's time to talk about something many of us love to tiptoe around—religious bias and microaggressions in the workplace. Now, before your inner prosecutor dismisses this or YOU, let's get one thing straight: religious bias is as real as the unpaid overtime your boss "kindly" requests. 🙄 Picture this: You're at a team meeting, and Janet from accounting mentions she's fasting for Ramadan. What happens next? A round of awkward silence, a few eye-rolls, and maybe someone mutters something about how they "could never skip lunch." Harmless? Not at all. These microaggressions are as damaging as an open fire in a paper factory. Religious microaggressions—those subtle, often unintentional, comments or actions—chip away at an individual's dignity and sense of belonging. And guess what? They're accepted and tolerated because they’re not overt. But let’s not get it twisted; subtle does not mean harmless. So, what does religious bias look like? I'm glad you asked! 😂 1. Casual Dismissal: You casually mention that you can't attend the team-building retreat because it's your Sabbath. The response? "Oh, can't you skip it just this once?" Translation: "Your religious practices are inconvenient for us." 2. Stereotyping: Someone makes a "harmless joke" about Jewish people being good with money or Muslims being aggressive. Spoiler alert: There's nothing harmless about perpetuating stereotypes. 3. Exclusion: Important meetings or events are scheduled without considering major religious holidays, effectively sidelining those who observe them. Translation: "We value diversity—just not yours." I was the senior HR and DEI executive at a previous employer, where one of my colleagues converted to Islam and needed a place to pray. Within the Muslim faith, it is customary to pray five times a day. He was visibly shaking. I thanked him for being his own advocate and told him that we'd do everything we could to make sure that he could exercise his religious practices. I met with his senior leader and supervisor, informing them that he would need to be excused 2-3 times for 5-10min daily. THEN, my team and I went upstairs and converted an old office into a prayer and meditation room for anyone who needed it, regardless of their religious beliefs So, what's the takeaway? Listen, learn, and, most importantly, act. I'll never forget seeing him in that room every day praying, witnessing his official name change, and seeing him celebrated by his colleagues. #ReligiousBias #Microaggressions #WorkplaceCulture #InclusionRevolution #DisruptTheNorm #CertifiedHRPros