Dear CEOs and HR Reps: Your Muslim Employees are Hurting

Diversity, equity, and inclusion (DEI) has been a major focus in recent years across workplaces. In the wake of #BlackLivesMatter, employers pivoted to creating more inclusive workplaces, encouraging employees to bring more “authentic” versions of themselves to work. In this call for a more “whole” self at the workplace,? the corporate world increased its support for employees based on various forms of identity: gender, race, ethnicity, and sexual orientation. In employers' quest to provide open, accepting environments for employees in an increasingly diverse America, many who predominantly associate with religious groups have felt left behind.?

In June of this year, the Supreme Court decided on a case that effectively changed the landscape on this issue, expanding religious protections for workers and solidifying religion as an essential component in DEI initiatives. In Groff v Dejoy, the judges unanimously decided unless such a request would cause “substantial increased costs” for the employer, employers should be accommodating religious requests. This heightened standard for employers now pushes corporations to pay more attention to faith as part of their DEI efforts. These efforts are being especially tested in light of what is happening right now in the Middle East.?

Since October 7th, company CEOs and HR departments have released statements on the unfolding conflict between Hamas and Israel. Many have stood in solidarity with their Jewish employees in the face of a tragic and horrific incident- as they should have. But many have been silent as Israel's response has taken the lives of thousands and displaced more than a million people. Employers have stood in solidarity with the hostages that have been seized by Hamas- again, as they absolutely should have. But are silent on the fact that 600 of our fellow American citizens are trapped in Gaza right now.

Religious and ethnic minority groups across the U.S., including Jewish and Muslim communities, have seen a surge in online harassment, hate crimes, and violence. While many of the statements from employers, both internal and external, denounce the horrific acts committed by Hamas, many omit acknowledgment of the number of Palestinians killed since the events started. Many also completely disregard their American Muslim employees who may have family and friends in Gaza. These events have brought pain to both Jewish and Muslim colleagues alike, with both communities dealing with the struggle of seeing their family, friends, and diaspora being attacked in the Middle East while simultaneously facing anti-semetic and Islamophobic backlash at home.

In addressing the current situation, it is imperative to acknowledge all affected employees. HR departments should support all affected communities in order to adhere to the inclusive workplace initiatives they have in place. Religion is as essential as any other part of individual and community identity. Accommodating employees on this basis is no different than accommodating for anything else, and does not need to come at the expense of others. HR departments are capable, without taking a firm political stance, of supporting both their Jewish and Muslim colleagues during this time of hardship. It is essential that company leaders stand in solidarity with and acknowledge the pain of all their staff who have been affected.