Religion is commonly left unspoken within the workplace despite widespread faith identity, research finds

A major proportion of employees within the UK who discover with a faith feel unable to openly express that aspect of their identity within the workplace, based on latest research titled Religion at Work: the invisible dimension of workplace diversity.

The study, presented by workplace psychologist Professor Binna Kandola in an interview with Brian of Religious Freedom & Business Foundation, surveyed 610 UK employees from six faith groups – Christian, Buddhist, Hindu, Jewish, Muslim and Sikh – and points to a persistent gap between employers’ assumptions about inclusion and the on a regular basis experiences of spiritual staff.

Although around 62% of individuals within the UK discover with a faith, the research suggests that faith isn’t discussed in skilled settings.

Many employees actively avoid the subject altogether.

Around 59% of respondents said they imagine religious discrimination exists within the workplace, while 66% reported feeling uncomfortable discussing religion at work.

Nearly half said they deliberately avoid such conversations because of concerns about tension, misunderstanding or conflict.

The findings point to what Professor Kandola described as religion being “largely invisible at work,” with many employees feeling unable to talk openly about their faith or bring that a part of themselves into on a regular basis working life.

He noted within the presentation: “This is real paradox between what persons are curious about, what they will discuss, and the things that form of, what people discover with probably the most, actually, they cannot discuss.” 

He added: “The Muslims discuss their faith greater than other religions. In a part of the opposite original research, I met Christians at that stage. They’re very difficult to discuss Easter. Because Easter is just such an enormous date within the calendar, and it isn’t bunnies, rabbits and chocolate. It’s actually something very profound, and it’s the beginning of the faith, and, , their belief and all that.”

While severe incidents are less common, the study found that more subtle types of bias are prevalent.

27% said they’d seen religious discrimination within the workplace, while 15% said they’d faced it themselves.

Examples ranged from stereotyping (27%) to intrusive questioning about personal beliefs (25%).

Some employees also reported feeling obliged to partake in events that didn’t align with their religious convictions (24%), while others described feeling marginalised or ridiculed after disclosing their faith (21%).

In more extreme cases, a small proportion (4%) of respondents said they’d experienced verbal and even physical abuse linked to their religion.

Professor Kandola remarked: “Lots of this stuff here, to be honest, actually seem more, more obvious than you discover on gender or race…

“And if it was some other group…a minority group…if that was what we found, that will be something the organisation would do something about. Because it’s religion, it form of continues.”

The findings also highlight a disconnect between organisational confidence and worker experience.

While a 2018 Chartered Institute of Personnel and Development survey found that greater than 90% of employers considered themselves inclusive on religion, Professor’s Kandola’s latest research suggests many employees with faith still feel missed, uneasy or unsafe.

He argues that a part of the issue is that religion remains to be too often overlooked of wider diversity and inclusion efforts, though it’s a central a part of identity for many individuals.

The research also suggests limited religious understanding could also be feeding the issue, with respondents indicating that while their very own knowledge was moderate, awareness amongst colleagues was often weaker – a shortfall that may leave room for stereotypes, misunderstanding and discomfort around conversations about faith.

Professor Kandola stated: “People don’t desire to know. I find it’s one in all those areas where I form of think it isn’t changing as rapidly as we’d want.”

The study suggests that this silence can have wider implications.

Employees who feel unable to precise their beliefs can experience reduced psychological safety, resulting in disengagement and a diminished sense of belonging.

Additionally, drawing on wider research, Professor Kandola said there may be long-standing evidence that folks of religion often approach decision-making in additional ethical ways.

He explained: “I’m not saying they develop into less ethical because they do not discuss their faith. But if talking about their faith is so difficult, does it mean that our decision making and organisations could possibly be made more ethical by allowing them to discuss their faith within the workplace somewhat more openly?”

The report encourages organisations to take a more proactive approach by creating spaces for respectful conversations about religion.

Among the recommendations are setting clear expectations for dialogue, encouraging mutual respect, and fostering environments where employees feel protected to share their perspectives without fear of judgement.

Professor Kandola emphasised that improving how workplaces engage with religion isn’t nearly inclusion, but additionally about strengthening organisational culture overall.