As the workforce becomes increasingly diverse, understanding and respecting cultural and religious practices are essential for creating an inclusive workplace. With approximately 3.5 million practicing Muslims in the United States, a number expected to reach 8.1 million by 2050, employers must consider the impact of Ramadan on their Muslim employees.
Ramadan is one of the most important times of the year in Islam. It’s a time of introspection, spiritual devotion and practicing self-discipline. In 2024, Ramadan will begin at sundown on March 10. It will end at sundown on April 9 and is celebrated with Eid al-Fitr, a feast to celebrate the month-long fast.
READ: Ramadan Basics for Employers
Understanding Ramadan in the Workplace
During the Month of Ramadan, workforce leaders must let their teams know that some employees might be observing Ramadan, said Dr. David Major, Associate Dean, Diversity, Equity, Inclusion and Belonging and Teaching Professor of Strategy at Carnegie Mellon University and member of The PhD Project.
Dr. Major said that companies should provide training for managers that can broadly be applied to being thoughtful about employees. Train managers to actively be aware and support people practicing the faith without putting them on the spot, he added.
During this time, Dr. Major suggests reevaluating your meeting schedule. Since practicing Muslims fast during Ramadan, avoid events with food. Dr. Major said that if your organization plans events requiring employees to work outside their 9-to-5 hours, have those events outside of Ramadan. Muslims have sunset prayers during this time and prefer to do so from the comfort of their home.
Reasonable Accommodations
Dr. Major said providing reasonable accommodations is crucial during Ramadan, emphasizing that these accommodations look different depending on the organization. Companies should consider offering flexible scheduling to their employees. Flexible scheduling can apply to any organization or team, whether it’s a corporate environment or a manufacturing plant. These accommodations could mean allowing Muslim employees more work-from-home days during the month or swapping time with another coworker to accommodate things such as the five daily prayers during Ramadan.
In the example of flex time at a manufacturing plant, Dr. Major said many of these employees are union workers. He suggests that employees work with their union rep to discuss flex schedules during Ramadan, as they can talk to the employer about this needed accommodation and ensure shifts are covered.
Additionally, Dr. Major said quiet zones or spaces should be available to Muslims or any other employee who needs this type of accommodation. This space should be clean, regardless of the work environment.
Additional Resources
To learn more about Ramadan, view this fact sheet from the Tanenbaum Center for Religious Understanding. Expand your organization’s cultural competency with our “Exploring Interfaith Inclusion as a Company Culture” Meeting in a Box.
