There is sometimes a sense that religion is becoming a declining force in society; and yet studies suggest the picture is more nuanced. For example, a recent 2025 study by the Pew Research Center indicates that, between 2010 to 2020, Muslim people and ‘people with no religious affiliation’ were the only two religious categories that grew as a percentage of the world’s population. The rest declined. Even so, the same analysis highlights how, in the same period, the world’s population expanded and so did the total number of people affiliated with a religious group.
While the figures will no doubt change and vary from country to country, they provide a snapshot of a global population that still appears to be more religious than not (c.6.01 billion religious people versus c.1.9 billion religiously unaffiliated people). Against this backdrop, and in an era of globalisation and increased global mobility, organisations are increasingly realising the benefits of fostering diversity and inclusion at work. An essential part of this is recognising and accommodating the religious identities that so many people hold. With the perceived backlash against DEI policies and procedures in certain parts of the world, studies consistently highlight the benefits of increased workplace diversity and inclusion. When taken with the legal implications of getting it wrong, accommodating religion at work certainly matters.
In the article below, we outline four, quick practical tips on how organisations can foster an environment of religious inclusivity in the workplace.
___
By fostering a culture of understanding and accommodation in this way, employers can unlock the full potential of their workforce, driving innovation, collaboration, and overall success. In this sense, there is value for employers worldwide to look at religious inclusivity not just as a policy, or a means to avoid legal risks (although it can be both of those things), but as an embedded part of the organisation’s culture.
