Should religion be welcome at work? The DEIB lens
Religion or faith is undeniably challenging to navigate, but that doesn't mean we should avoid discussing it, especially in relation to Diversity, Equity, Inclusion and Belonging (DEIB) in the workplace. Ensuring employees from all backgrounds feel seen, heard and valued requires understanding their cultural, personal and spiritual identities.
Despite its challenges, openly embracing faith and spirituality at work can improve employee satisfaction, encourage authenticity and drive organisational success. Yet, when Harvard Business Review studied Fortune 100 companies in 2023, only a small percentage included religion or interfaith engagement in their approach to diversity, despite acknowledging that religious and spiritual identity can enhance multicultural team dynamics. Furthermore, research in interfaith business practices shows spirituality enhances decision-making and motivation among employees. And when leaders embrace their spiritual identities, they can support the development of authentic connections, inspire purpose-driven action and create environments where individuals thrive. The studies show that supporting respectful conversations about religion in the workplace can open the doors to profound opportunities for connection and growth. But we need to be willing to ‘go there’.
Faith and spirituality: a necessary conversation
My Ukrainian mother is a devout Greek Orthodox Christian. She often recounts her marriage in 1966 to my Croatian father, who was raised in the Catholic faith. Despite both being Christians, their union was boycotted by several friends and family because of religious differences. This early exposure to religious complexities showed me how deeply faith shapes identity and influenced my PhD research. Indeed, religion shapes how individuals perceive the world and make decisions. This begs the question: why is religion not encouraged in more workplaces when it can break down barriers, build empathy and enhance team dynamics if handled appropriately?
Excluding religious considerations from DEIB strategies can leave a significant part of employees' identities unrecognised. Thankfully, we’ve come a long way since 2003 when I was General Manager Strategic Services at Housing New Zealand, the country’s largest provider of social housing. I was responsible for HR and Policy among other portfolios and was determined to bring a two-world view to honour New Zealand/Aotearoa’s bicultural heritage and the Treaty of Waitangi (Ti Tiriti o Waitangi) through cultural practices like pōwhiri (welcoming ceremonies) when inducting new staff and karakia (prayers) to open meetings. Today, these cultural practices are embraced in public service settings and provide valuable lessons for integrating spiritual elements into diverse and inclusive work cultures. They have become vital to creating a culture of respect and connection within these organisations.
Finding the balance: navigating belief differences
Although studies have shown the benefits of including religion in an organisation’s DEIB strategy, the debate over its role in professional settings continues to polarise opinions. Critics argue that religion should remain separate from work to avoid exclusion or coercion. However, proponents assert that faith can be a source of strength and inspiration, enhancing decision-making and team cohesion.
From the DEIB perspective, acknowledging religious identity is not just about tolerance but recognising its profound influence on individuals' values and motivations. Just as organisations adapt to cultural differences, integrating religious practices respectfully can create inclusive environments where employees thrive. Consider the following excerpt from an article published in the Harvard Business Review in 2022:
“Your job as a manager is to make the time to gain a general awareness of different religious identities in the world, just as you would with other important aspects of a person's identity. This is especially important when you're leading multicultural teams or people across geographies.”
Despite the benefits, not all employees embrace religious practices at work. One of my team members (let’s call her Nancy) at Housing New Zealand was agnostic and expressed discomfort with the practice of karakia before meetings. She felt it imposed religious rituals in a professional setting. Balancing respect for cultural and spiritual expression with individual beliefs became a key learning experience for me as a leader.
In navigating these differences, we decided to make participation in karakia voluntary and emphasised its role as a cultural practice rather than a religious obligation. Leaders can find a balance in various faith-based contexts by:
Respecting individual beliefs: Ensure participation in spiritual practices is always optional. Clear communication about the purpose and voluntary nature of these practices helps ensure inclusivity.
Creating open dialogue: Encourage understanding and respect through conversations about different beliefs.
Offering alternatives: For those uncomfortable with spiritual practices, offer time for secular moments of reflection or silence.
Such practices demonstrate the value of bringing spiritual traditions into professional environments to build community and shared purpose. Recognising the diversity of beliefs, including secular ones, strengthens inclusivity in the workplace.
Finding faith as a leader: bringing your spiritual side to work
As a leader, acknowledging your spiritual side can promote deeper connections with your team members and make you a more effective leader through qualities like compassion, empathy and a willingness to understand diverse perspectives. Faith can also make you more attuned to the holistic well-being of employees.
One of my clients learned how to respect religion and culture and how it can coexist with effectiveness and performance by observing her deeply religious Pacifika manager's actions during a family crisis. When the manager's husband suddenly fell seriously ill, she had to decide how to support her staff, balancing her role as a mother and provider while preserving her mana (status and dignity) at work. The manager’s faith gave her the courage to ask her boss for help and the humility to accept it once offered. Both women were willing to ‘go there’, enabling a balance of cultural values and professional responsibilities. Consequently, the manager was able to continue to provide for her family financially (it was agreed she would continue to be paid) and prioritise attending to responsibilities for her family as a mother.
As a leader, you must ultimately balance your beliefs with the organisation’s bottom line. Recognise that while your spirituality can be a strength, it is essential to respect and honour the diverse beliefs of your colleagues. Try to focus on universal values such as respect, integrity and service that resonate across belief systems rather than promoting specific religious ideologies.
Higher purpose: the key to visionary leadership
Higher purpose and religion are deeply intertwined, especially in leadership and decision-making. When faced with complex or high-stakes choices, leaders often turn to something beyond traditional management frameworks—seeking guidance, clarity and moral grounding from a transcendent source. Research on Sri Lankan business leaders across Buddhist, Christian, Hindu and Muslim traditions highlights how, in moments of difficulty, decision-making is influenced by a connection to the ultimate—whether defined as God, truth or a higher reality. This spiritual grounding provides solace, motivation and a moral compass, allowing leaders to act with conviction and resilience. Higher purpose, much like faith, inspires leaders to embrace challenges, delay gratification and pursue meaningful goals with unwavering commitment. By integrating a sense of higher purpose with spiritual awareness, leaders cultivate not only personal strength but also the ability to inspire and uplift others, creating organisations that are driven by vision, integrity and long-term impact.
To understand how a sense of higher purpose distinguishes exceptional leaders to embrace values beyond immediate personal concerns, we need to clarify what we mean by higher purpose. Author and philosopher Ashkan Tashvir discusses how higher purpose plays a critical role in shaping visionary leadership and fostering motivation in business. He defines the distinction as follows:
“Higher purpose is considered the source of the inspiration and charisma required to effectively influence, inspire and develop others as leaders. A healthy relationship with higher purpose indicates that you draw yourself forward to fulfilling challenges you wouldn’t normally take on. You are resolute, willing to delay gratification and have the fortitude to go beyond your own discomfort and self-concern to fulfil your future vision. Others may consider you a charismatic leader who is visionary and committed to something meaningful and worthwhile.”
A commitment to a higher purpose often differentiates exceptional leaders and successful teams. A survey of 453 religious sisters within a Catholic Women Religious Institute in Nigeria explored how servant leadership fostered spiritual well-being, supported team trust and reduced team conflict. The survey found that those willing to sacrifice short-term gains for long-term goals demonstrated resilience and inspired others to reach their full potential.
Client case study: Billy Graham Youth Foundation
The work of the Billy Graham Youth Foundation (BGYF) exemplifies the transformative power of higher purpose in leadership. Founded by Billy Graham—a former New Zealand and Australasian boxing champion—the foundation has positively impacted the lives of thousands of young people and their families.
Billy’s story is one of overcoming personal hardship to inspire and empower others. Deeply grounded in faith, Billy and his wife Kerri have made it their mission to create opportunities for at-risk youth. In 2006, Billy established the Naenae Boxing Academy, a fitness-based development program aimed at helping young people realise their potential while contributing positively to their communities.
The program offers more than just boxing lessons. It equips participants with life skills, confidence and a sense of purpose, steering them away from negative influences. Without interventions like this, at-risk youth often end up in costly residential justice programs, which can cost taxpayers between $22,000 and $123,000 per person for just three months. By reducing crime rates and empowering young people, the foundation has saved the government substantial resources while creating lasting societal benefits.
My work with the BGYF involved expanding their local success into a national model, ensuring their mission and impact could reach even more communities across New Zealand. The foundation now stands as a shining example of the power of faith-driven leadership and the profound impact of aligning organisational efforts with a higher purpose.
Billy’s unwavering commitment to a higher purpose has turned his vision into a legacy of transformation. By leading with love and spiritual grounding, he has created an organisational culture that values trust, collaboration and holistic well-being.
The story of Billy Graham and the BGYF serves as a reminder that faith-driven leadership can inspire meaningful change—not just within organisations but across entire communities. By leading with love and purpose, we, too, can create a positive and lasting legacy.
Practical strategies for integrating spirituality at work
If you are seeking ways to promote inclusivity around religious diversity, you can consider adopting these practical strategies to guide your organisation:
1. Educate and raise awareness
Offer training programs to enhance understanding of various religious traditions and spiritual practices.
Build cultural competency among employees and leaders to better navigate religious differences.
2. Develop inclusive policies
Accommodate religious needs with flexible scheduling for holidays and prayer times.
Provide dedicated spaces, such as interfaith rooms, where employees can pray, meditate or reflect.
3. Encourage open dialogue
Create safe spaces where employees feel comfortable sharing their beliefs and practices.
Promote conversations about religious inclusion as part of broader DEIB initiatives.
4. Model respectful leadership
Leaders should embody inclusivity by demonstrating respect for all belief systems.
Focus on universal values like integrity, empathy and respect that transcend specific religions.
5. Celebrate cultural and religious diversity
Recognise and honour diverse observances through events, communications or team activities.
Introduce culturally significant practices, such as karakia or similar rituals, in a way that respects the diversity of your team.
6. Build inclusive practices
Integrate meaningful traditions, where appropriate, to reflect the cultural or spiritual identity of your organisation.
Ensure participation in any spiritual or cultural practice is voluntary and inclusive.
7. Train leaders on religious diversity
Equip leaders with the tools to navigate religious diversity respectfully and effectively.
Provide ongoing education on fostering inclusivity and balancing differing beliefs.
By adopting these strategies, you can honour spirituality and religious diversity while encouraging a sense of belonging. Thoughtful implementation of these practices ensures that employees feel seen, respected and valued, empowering them to bring their whole selves to work.
Higher purpose as a leadership asset
Embracing a sense of higher purpose is not only a personal virtue but also a powerful professional asset. By leading with love and a deep sense of purpose, leaders can inspire meaningful change within their teams and organisations.
The journey to inclusivity is continuous and evolving. Looking back, the workplace landscape has transformed dramatically over the past two decades, largely for the better. So, what’s God got to do with it? Quite a lot, as it turns out. Thoughtful leadership and strategic implementation can create spaces where everyone feels they belong and can thrive by bringing their whole selves—including their faith and spirituality—to work.
Bringing ‘God’ to work isn’t about promoting religion; it’s about recognising and honouring what inspires people to be their best selves. By respectfully integrating opportunities for religious expression and fostering a sense of shared purpose, leaders can unlock new levels of creativity, connection, authenticity and engagement within their teams. Take a moment to reflect on your cultural values and beliefs relating to higher purpose. Is there something driving you that is deeper and more powerful that might propel you into action to fulfil your legacy?
I’d love to help you explore this through coaching or a facilitated team discussion. Reach out by email here. Until then, blessings to you—in whatever flavour, shape and form spirituality and higher purpose may resonate for you.
The Billy Graham Youth Foundation uses boxing and good old-fashioned values like respect to make a difference with at-risk youths throughout Aotearoa/New Zealand. Photographer: Robert Cross