The observance of Ramadan is very personal and powerful symbol of unity, with Muslims around the world fasting simultaneously while bringing family and friends together.
Although fasting is usually the primary association with Ramadan, the month involves a lot more exertion than refraining from food and water. Eating the first meal at sunset, extra prayers, late nights and a heightened emphasis on patience and virtue are all part of experiencing the holy month.
HR practitioners, line managers and other stakeholders need to be aware of the personal and religious sensitivities of their staff. Understanding their experience and accommodate their particular needs shows good management and helps ensure people perform to the best of the abilities. Implementing policies that accommodate can only lead to nurturing mutual trust and ultimately lead to higher staff retention, better morale, more effective teams and greater productivity.
Although consultation is always key to creating policy, there are some best practice guidelines that HR and others can adhere to when wanting to address Ramadan in the workplace.
Some suggestions are made in this article, however their relevance will really come down to understanding your workforce.
Best Practice for Ramadan at Work
- Establish when Ramadan is approaching and who this could effect at work.
- Ensure all staff working with colleagues who are observing Ramadan are aware of what fasting entails and how this could impact someone. Colleagues need to appreciate how fasting can translate into behavior and working practices.
- If shift work is the norm, look at any changes that can be made to offer those fasting, the opportunity to swap shifts or change their working hours that suits all parties.
- For those in 9-5 roles, consider flexi-time options to start and finish times. See if allowances can be made for people to work lunch hours and breaks in return for an earlier finish.
- Asking a fasting employee to attend a lunch meeting demands a lot of them. Many may politely agree, and some may decline. Be understanding of those that do not feel comfortable sitting and watching people eat and drink.
- If welcoming someone into your office for a meeting who you believe could be fasting, simply ask on arrival if they want a drink. If they decline you can be pretty sure that they are fasting and there is no need for you to keep offering them a tea.
- If you bring food and drink out into the office space, do not allow it to be placed right next to the desk of someone fasting. If you normally eat your lunch at your desk, try and show some discretion.
- Mark special allowances for fasting employees to take a break at sunset to break their fast if they happen to be still on shift. This needs to be an ample time to break their fast, pray and then eat properly.
- If you have a canteen, try and arrange for some meals to be saved for people fasting so that they have some choices at the end of the day.
- Avoid booking meetings for the afternoon. If high concentration levels are needed from people, don’t expect this after lunchtime. Use the morning when people are still relatively fresh.
- Do not expect people to commit to evening functions. The evenings are dedicated to eating, prayers, gatherings within the family and wider community.
- Be accommodating to allowing up to 10 days off towards the end of Ramadan. There is a practice whereby the acts of worship are intensified within the last 10 days of Ramadan.
- Be prepared for people to take between 1-5 days holidays at the end of Ramadan to celebrate Eid. This is the one time of the year where whole families and communities get together to share presents and god food.
- If fasting members are working remotely, work out time differences and how their daily routine will impact you in terms of meetings, deadlines, SLAs, etc.
- Try and use Ramadan as a platform for greater understanding and improving team dynamics. Why not arrange afternoon gentle yoga and meditation practice to help calm and relax?