Although diversity, equity, and inclusion has become a priority for companies over the last several years, faith affiliation is often left out of the wider conversation. Muslims, in particular, face a plethora of challenges at work given their unique faith-related needs that make it difficult to adapt to the values and orientation of the dominant work culture.
How Leaders Can Better Support Muslim Women at Work
Start by recognizing that Muslims are not a single, homogenous group.
July 08, 2022
Summary.
Religion is often an uncomfortable topic to broach, but faith is an integral part of identity — avoiding or denying it prevents people from bringing their authentic selves to work. Many Muslims struggle to belong, often hiding facets of their identity related to their appearance, affiliation, association, and advocacy. Muslim women are more likely to be economically disadvantaged than other social groups in the UK, are three times as likely to be unemployed and looking for a job as non-Muslim women, and often experience twice the career impediments. It’s time for companies to include faith in their DEI efforts. The author presents five strategies for leaders to support Muslim women at work.
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New!
HBR Learning
Diversity, Inclusion, and Belonging Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.