Over the next few weeks, schools will be navigating a busy period with various religious festivals taking place. Ensuring an inclusive and supportive work environment for employees of different faiths is key to fostering a positive workplace culture. Here are some important HR considerations and advice for managing religious diversity in schools effectively.
Key Religious Festivals
March & April 2025 include several significant religious observances, including Ramadan (28 Feb – 30 March), Eid ul-Fitr (or Eid al-Fitr) marking the end of Ramadan (30 March), Holi (14 March), Passover (12 April-20 April) and Easter (20 April).
HR Considerations for Schools
To create an inclusive and legally compliant working environment, schools should consider the following HR aspects:
Religious Leave and Flexible Working
- Employees may request leave for religious observances. Consider allowing annual leave, unpaid leave, or flexible working arrangements where operationally feasible.
- Check any internal policy you have on this and ensure consistency in granting time off-including what has been done in the past and currently, to avoid pitfalls of complaints or discrimination. If you can’t allow the requested time, ensure you give objective operational reasons to explain why that is the case.
Supporting Employees During Ramadan
Staff observing Ramadan may experience fatigue, particularly in the later afternoon due to fasting. Where feasible, consider adjusting duties or scheduling important meetings earlier in the day.
- Be mindful of scheduling social gatherings or team lunches, ensuring inclusivity for those who are fasting.
- Consider providing a quiet space for prayer where this is feasible.
- Some may prefer to work altered working hours to accommodate fasting and prayer times. Where possible, discuss options for flexible start and finish times, ensuring you operate with fairness and consistency and in line with any policy you may have.
Avoiding Discrimination and Promoting Equity
- Under the Equality Act 2010, religious beliefs are a protected characteristic. Schools must ensure policies and practices do not discriminate against employees based on their faith.
- Encourage open conversations about religious needs and provide staff training on cultural awareness and inclusion.
- Handling any concerns or complaints sensitively and fairly is crucial for maintaining a harmonious workplace.
Dress Code and Religious Symbols
- Some religious staff members may wear specific attire or symbols. Schools should ensure dress code policies are inclusive and allow for religious expression unless there are clear health and safety reasons for restrictions.
Final Thoughts
By proactively planning for religious diversity in the workplace, schools can build a more inclusive and supportive environment for all employees. Encouraging dialogue, accommodating reasonable requests, and promoting awareness will contribute to a more cohesive and respectful school community.
You can read more about managing religious diversity in your school in the Equality area of our HR Resources Hub.
