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  2. Diversity and Inclusion Lenses


Religion shapes the lived experiences and perspectives of many employees. If we ignore the importance of religious diversity then we ignore part of people's identities and cannot create true inclusion for them in the workplace.

Employer recommendations

➖Encourage multi-faith employee networks to demonstrate commitment to religious D&I.

➖Allow time off for religious observance and agree flexible working arrangements, where practicable. Have a clearly articulated policy regarding religious holiday leave (paid or unpaid).

➖Give reasonable consideration to individual requests to pray and ensure that any dedicated space for prayer or meditation is inclusive of different religions.

➖Ensure that any dress code requirements can be objectively justified and that the reason for having a dress code is clearly communicated to employees.

➖Be sensitive to employees’ cultural and religious needs when organising workplace events and training including accommodating dietary, and other observance requirements. Where the company provides food to employees, ensure meals accommodate the unique religious and ethical needs of employees by asking (kosher, halal, vegetarian, etc.).

➖Set out in a policy what constitutes unacceptable behaviour that can amount to harassment relating to religion or belief.

➖Understand the general religious demographics of your employees so that you can monitor talent outcomes of people from different religious backgrounds to see if religion is impacting career progression or pay.

➖Have people managers take into account employees’ various religious holidays when planning meetings, workshops, trips, dinners, etc.

➖Avoid assumptions and practice the 'platinum rule' which is the 'treat others as they wish to be treated' (by asking).

Further information