THE RESPONSIBILITY OF EMPLOYERS TO CELEBRATE CULTURAL CALENDARS: A UK Muslim Perspective

BY HASAN N.

As a young Muslim man living in the UK, I find myself at the intersection of multiple identities and cultural expectations. One of the ongoing debates within this context is whether employers should actively celebrate cultural calendars and the extent to which such celebrations genuinely foster inclusivity or simply mask deeper issues of equality and acceptance in the workplace.

The importance of cultural calendars

Cultural calendars play a significant role in our lives, marking important religious and cultural events that shape our identities and communal ties. For Muslims, for instance, Ramadan, Eid al-Fitr and Eid al-Adha are not merely holidays but periods of deep spiritual significance and communal celebration. Recognising these events in the workplace can make Muslim employees feel valued and respected.

When employers acknowledge and celebrate diverse cultural calendars, it sends a powerful message of inclusivity. It demonstrates an understanding and appreciation of the varied backgrounds of their employees, fostering a sense of belonging. For Muslim employees, this could mean accommodations during Ramadan, such as flexible working hours or providing a quiet space for prayer and celebrating Eid with shared meals or time off.

The risk of superficial inclusivity

However, there is a risk that such celebrations can become superficial gestures rather than indicators of genuine inclusivity. When cultural celebrations are reduced to token events without addressing underlying issues of inequality or discrimination, they can feel performative. It's essential that these gestures are part of a broader strategy to create a truly inclusive and equitable workplace.

Inclusivity goes beyond celebrating holidays. It encompasses fair hiring practices, equal opportunities for advancement and creating an environment where all employees feel they can bring their whole selves to work. If employers focus solely on visible celebrations without tackling these systemic issues, they risk masking the real work needed to achieve genuine inclusivity.

A balanced approach

From my perspective, the responsibility of employers is to strike a balance. Celebrating cultural calendars should be one component of a comprehensive inclusivity strategy. This means recognising the importance of these events while also committing to ongoing education, policy changes and open dialogues about diversity and inclusion.

For example, employers can provide training on cultural competence, ensuring that all employees understand the significance of different cultural and religious practices. They can implement policies that accommodate religious practices, such as prayer times or dietary restrictions. Additionally, fostering an inclusive culture means addressing any incidents of discrimination or bias swiftly and effectively.

The broader impact

I believe when employers get it right, the impact goes beyond individual employees. A workplace that truly embraces cultural diversity can improve morale, increase employee retention and enhance productivity. It can also attract a wider talent pool, as potential employees see the organisation as a welcoming and inclusive place to work.

In a multicultural society like the UK, businesses that reflect and respect this diversity are better positioned to understand and serve their diverse customer base. Inclusivity isn't just a moral imperative - it's a business advantage.