The "Obvious Bias"

In the contemporary discourse surrounding diversity, equity, and inclusion (DEI), there is a prevalent bias that narrows our focus predominantly towards gender, often overshadowing the rich mosaic of cultural nuances that deeply influence our workplace environments. As a DEI advisor, I have observed a pressing need for companies to broaden their spectrum of inclusion, particularly when it comes to accommodating cultural practices and observances. This encompasses not just the more noticeable aspects like special leaves or infrastructural adjustments but also extends to more nuanced considerations such as flexibility in work schedules, shift timing changes during significant cultural periods like Ramadan, and other similar accommodations.

"Obvious Bias" refers to a form of prejudice or preconceived opinion that is readily apparent and widely recognized by most observers. This type of bias is easily identifiable because it manifests in clear, overt actions, decisions, or attitudes that favor one group over others without subtlety. Unlike unconscious or implicit biases, which operate below the surface of awareness, obvious biases are explicit and are often reflected in discriminatory practices, blatant stereotyping, or unequal treatment that is visible and undisguised. In the context of social, workplace, or other interpersonal interactions, recognizing and addressing obvious bias is crucial for promoting fairness, equality, and inclusivity.

Writing this note, my aim is to shift the lens through which we view festivals and cultural observances from being single-day events to extended periods that require thoughtful accommodation from workplace leaders. Ramadan, as a prime example, is not just a day but a month-long observance that profoundly affects the daily routines and needs of those who observe it. Recognizing this, it becomes imperative for workplaces to adopt a more inclusive approach that respects and accommodates these cultural nuances. Such accommodations not only demonstrate a company's commitment to diversity and inclusion but also contribute to a more supportive and cohesive work environment. It's about extending the spirit of inclusion to embrace all aspects of diversity, ensuring that every employee feels valued and supported, irrespective of their cultural or religious backgrounds.

This article is a “recommended read” for every employer, team leader, colleague and working professional, to have a more inclusive approach towards your team members who are observing this fasting period, ensuring that all employees, irrespective of their faith, feel valued and supported.

Ramadan, observed during the ninth month of the Islamic calendar, is when Muslims worldwide engage in fasting from dawn until sunset. During Ramadan, organisations can extend immense support to their Muslim employees by incorporating some practical ways in the day-to-day operations of their workplace. Here are five ways in which you can create an inclusive workplace culture during Ramadan:

1. Adjusting meeting times: Ramadan is one of the most auspicious months for Muslims. As a result, they spend a lot of time in worship. Muslims are obligated to offer namaz five times during the day. Companies must avoid scheduling meetings and calls during these times and at the time of breaking the fast in the evening.

2. Flexible work hours: Energy levels can fluctuate during the day. Companies should consider offering flexible work timings to their team members who observe fasts. Adjust work tasks and deadlines for earlier or later hours, or offer short breaks for rest and prayers.

3. Education and awareness: Educate yourself and your non-Muslim team members on the spiritual significance of Ramadan. Encourage asking respectful questions to your Muslim colleagues. Most will appreciate the open dialogue and your interest.

4. Be respectful and understanding: Recognize that your Muslim team members are fasting for religious reasons. Fasting affects focus and concentration. If possible, let them work at their own pace and according to their energy levels. Extend patience if someone is less focused or energetic than usual.?

5. Avoid assumptions and extend support: It’s important to remember that not everyone may be required to fast due to health conditions or other religiously valid exemptions. It’s respectful not to inquire into the reasons. The emphasis should be on providing support to those who choose to observe.

"The consideration shown by my employer during Ramadan, from flexible working hours to providing spaces for prayer and reflection, has not only facilitated my observance but also highlighted the importance of cultural sensitivity in the workplace. These accommodations reflect a deeper understanding and respect for diversity that goes beyond surface-level inclusion. It sends a powerful message to all employees about the value of empathy and adaptability in creating a truly inclusive work culture where every individual feels seen and supported."- Mx. R from a startup in Chennai

Creating an inclusive workplace culture, especially during significant periods such as Ramadan, is not just about compliance or checking a box in the DEI agenda; it’s about weaving a fabric of understanding, respect, and support that encompasses every member of the organization.

By implementing practices such as adjusting meeting times, offering flexible work hours, promoting education and awareness, being respectful and understanding, and avoiding assumptions while extending support, companies demonstrate a profound commitment to diversity and inclusion.

"During Ramadan, we face a unique dilemma in balancing operational needs with the spiritual and cultural practices of our employees. It's a time when we are reminded of the importance of flexibility, understanding, and accommodation. Our goal is to ensure that every employee feels respected and valued, not in spite of their cultural and religious practices, but because of them. This period has challenged us to think creatively about how we schedule work, manage productivity, and foster an inclusive environment that recognizes and celebrates diversity." - A conscious HR leader

In many workplaces, leaders sometimes miss seeing clear biases that affect their teams in negative ways. These biases can show up in several forms. For example, some people might think older workers cannot handle new technology or that younger workers don't have enough experience. This can unfairly affect who gets opportunities to grow or move up in the company. People might also make unfair judgments about someone's work style or abilities based on their cultural background, which isn't fair and can make the team miss out on good ideas.

There is also a problem with not treating people with disabilities the right way, like not having ramps or tools they need to work comfortably. This shows they are not being thought of when plans are made. Similarly, workers can be treated unfairly because of who they are or who they love, like being left out or disrespected, which makes the workplace unfriendly for them. Plus, people who come from different economic backgrounds or didn't go to certain schools often don't get the same chances because leaders pick people who are more like themselves, missing out on what everyone else could bring to the table.

Fixing these clear biases means leaders have to really see them and then do the hard work to make sure everyone is treated fairly and kindly, making the workplace better for everyone.

Ending this note, I ask you one simple question- When will you start addressing the discrimination and disparity obvious to the world around, except to you?

I write because I get these questions asked by people who are team members, leaders, managers and founders. I write because the companies that I work with make me dig deeper into solutions and avenues where they can do better for their teams. I write because I believe there are leaders out there who are just waiting to hear about their biases and start fixing them. This newsletter, Bias Decoded, is dedicated to them- from my experiences.

Feel free to leave comments. You do not have to agree with everything that I say, and if you are okay with the same then I am open to a dialogue. :)

And if you want me/my team at UNGENDER to work with you, send a dm or visit www.ungender.in