A Diversity & Inclusiveness piece-Ramadan 2020 in the times of Coronavirus

Ramadan is a holy month for Muslims where they undertake religious requirement. The observation of Ramadan can have an impact on Muslim employees during the working day so it is important employers understand and support employees during this time. This year (2020) as per the lunar calendar Ramadan falls around 23rd of April which is less than a month away. The moon sighting determines the exact day.

The impact of fasting

Ramadan requires Muslims to fast between sunrise and sunset. Ramadan usually occurs in the summer months when days become longer so this will require employees to spend a long time without food and attend work during these fasting hours.

Employees may wish to support employees by adding some flexibility in to the working day. This could be as simple as scheduling important meetings in the morning when energy levels of employees are like to be higher. In addition, as fasting begins at sunrise, the employee’s day will begin earlier than normal so employers may consider temporarily amending working hours to allow fasting employees to start and finish early.

Productivity levels may be affected by the employee’s restricted intake of food, especially during the latter hours of the working days. Employers should be aware of this and not negatively criticise an employee for a lack of productivity caused by fasting; Muslim employees should not be treated less favourably because they are observing Ramadan as there is a discrimination risk. Instead, employers should consider altering shifts or allowing the employee to take regular short breaks to build up their energy levels.

Employers should carefully consider requests from staff who do not wish to attend client meetings or events where they would be expected to eat food or drink. A meeting can be arranged with the employee to discuss their request and whether an alternative arrangement can be put in place.

The D&I in this

Understanding and empathising what the fasting muslim goes through fasting 15ish hours on an average for full 30 days, while working for your business makes you realise how difficult it would be for them. In understanding this angle, you as a business exercise your creative D&I hat in seeing how you can be more flexible hence inclusive. By exercising this flexibility, employees won't be put in an awkward situation of choosing between the religion they practice and the employer they work for, so they can be themselves.

Managing holiday requests

A high number of holiday requests may be submitted from employees who wish to take time off to observe Ramadan. As the festival takes place during summer, it is likely that employers are also managing a high level of holiday absence from their other members of staff.

All holiday requests should be dealt with in the normal manner by following the company holiday procedure. If the request cannot be accommodated, for example where the business is already at cap, then the correct notice to refuse the holiday needs to be given. A refusal without a sound business reason can be discriminatory so employers may need to discuss the request with the employee and see if an alternative can be agreed.

Having a policy on observance of religious holidays

It will not be the case that every Muslim employee will observe Ramadan in the same way or that other religious festivals will be celebrated identically by their observers.

A policy on how the business will make allowances for religious observance will be useful for the employer. It can be used to outline the support available to the employee, what flexibility or adjustments are available to staff and it can specify the expectations of employees during periods of religious observance. Any policy should apply to all religions on a neutral basis, and not just affect employees of one religion.

Ramadan and Coronavirus this year (opportunity for D&I, CSR, Employer Brand)

As people of all faiths, muslims too will be praying excessively for themselves and for people of all faiths as everyone at this point is equally affected by the contagion. There will be people in the ageing workforce whose immunity may go down as they fast, so businesses must exercise extra kindness, empathy and flexibility in allowing them new ways of working. These are extraordinary times, and while we are advocates of diversity and inclusiveness, this month from April 22nd to May 23rd and the three days following of Eid, the business world needs to understand that a massive muslim population will be fasting as is obligatory for them from a religious point of view that they follow. As a result of their fasting and perhaps their immunity taking a slight backseat makes them more succeptible to contracting the virus and in the same list as others battling diseases.

Considering people will not be going out to buy food ingredients or ready made food as they always do, it may be time for businesses to wear their CSR and neighbourly hats and see how you can help the weaker, vulnerable and less affluent. This is a massive Corporate Social Responsibility opportunity particularly if you are not a muslim business, but care about your diverse neighbouring population in your community and alternatively earn the love and respect of your employees as you become more sensitive to their needs this month. Ask your employees for the charities that matter to them. ROI will pay you back in terms of D&I, CSR, Employer Brand which could be reflected in your Annual Reports, but most importantly it will make you not only look great but also feel fantastic and gratified.