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Welcome back to The Gen Z Guide for Employers! In this series, we will challenge some of the prevailing Gen Z workforce myths. Our ultimate goal is to debunk these myths and create a level of understanding between Gen Z and the generations that came before us to make workplaces:
More efficient
More inclusive
Better places to work
Each newsletter will be written from the perspective of an employer or a member of the Gen Z workforce. In this edition, Tameika Moore, who is one of our Marketing and Community managers, returns to tackle a new myth that surrounds Gen Z employees: that we are not loyal to our workplaces!
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Inclusivity in the workplace is a topic dear to my heart as a first generation Caribbean woman born and raised in a working class environment. I have seen firsthand how inclusivity or lack thereof can impact the general vibe of a workplace.
As we have maintained in the past two issues of The Gen Z Guide, disloyalty in a workplace is not higher amongst Gen Z workers in comparison to other generations. Our previous post, Ethics and Loyalty: How Gen Z’s Workplace Commitment is Shaped by Values, shared research showing that 53% of Gen Z employees plan to stay in their current job for anywhere from one to five years. This is in contrast to just 25% of Millennials, 16% of Gen X, and 22% of Baby Boomers (Brand, 2023). We are not inherently more disloyal than other generations; rather, we’re more likely to leave when we feel our workplaces don’t make space for us. In fact, we’re more likely to be disloyal in environments that are uninclusive.
In today’s issue, I’ll be examining the importance of religious inclusivity in the workplace and its role in building loyal workforces. To help me, I’ll feature insights from Sabrina Hassan, a member of the Pollen community. As a Muslim woman who has recently entered the workforce, Sabrina offers a fresh perspective on religious inclusivity, an area that I believe is often overlooked in discussions of diversity and inclusion.
The Facts
Workplace inclusivity is more important than ever to us Gen Z’ers as we are the most diverse generational cohort in the UK (Statistica, 2023). The influx of immigrants to the UK in the 1990s and 2000s from a broad range of cultural and religious backgrounds has influenced today’s workplace demographics. In cities like London, the children of these immigrants are now graduating and stepping into entry-level roles, bringing with them cultural and religious diversity.
With a trend of increased religiosity among younger people, research shows that 69% of Gen Z believe their faith deeply impacts their lives, compared with only 51% of those over 65. With 72% of young adults stating that their religion provides them with purpose (Kumar, 2024), it’s clear that for many (me included!), faith forms an integral part of their personal identity. However, many workplaces have yet to adjust their practices to meet these evolving needs, especially for young professionals who identify with multiple minority identities, such as Black Muslims.
As a post by the Inclusion Hub highlights, “recognising the deep-rooted link between faith and personal identity goes beyond tolerance; it involves empowering employees to fully embrace and express themselves, without any limitations.” (Taylor, 2023).
Understanding Loyalty in Today’s Diverse Workforce
As explored in a previous issue, We are way less likely to put up with incompatible workplace dynamics or heed to uninclusive or dissatisfying workplaces (Pollen Careers, 2024). Therefore, today’s concept of loyalty differs from previous generations. For many able-bodied, white employees in the past, loyalty to a company rarely involved considerations of inclusivity. However, as Sabrina notes, inclusivity now plays a crucial role in decisions about workplace loyalty. “Leaving a job solely based on inclusivity may not be realistic in today’s job market,” she says, “but it would make the decision way easier if I felt unwelcome in a company.”
Engagement and the Impact of Inclusivity
For many young workers, particularly those from minority backgrounds, inclusivity is key to our sense of belonging and well-being at work. Over half of Gen Z Muslims have financially supported their families in the past year, compared to 43% of the general population (Hyphen, 2023). This added responsibility often leads to more Muslims enduring discrimination in the workplace, as leaving jobs can be particularly challenging. In cases where immediately quitting isn’t feasible, their engagement levels may drop, impacting productivity and well-being. Sabrina touches on this, saying “When I don’t feel seen or respected in a workplace, I subconsciously become way less engaged—why would I invest a ton of my energy into a company that doesn’t respect me or my identity?”. This reflects how important religious inclusivity is.
For many people, religion forms their deepest sense of identity and can inform work ethics, ambitions, hopes, and relations with their colleagues. (Lockwood, 2024).
Refusing to acknowledge this fact can have a direct impact on how an employee views you as an employer, the general workplace environment and a company as a whole.
As the most diverse and socially conscious generation to date, Gen Z is more aware than ever of how inclusivity (or lack thereof) shapes our experiences at work. Inclusivity, therefore, is about much more than hiring a diverse workforce; it is an ongoing, active effort to make employees feel respected and seen. As Sabrina says, “It’s about ensuring people feel safe at work and don’t feel ‘othered’.
Going Beyond Christian Norms and Creating Inclusive Spaces for Faith
It’s also vital to remember that, as a Christian country, the UK often centres its workplace calendars and policies around Christian holidays, which can unintentionally marginalise employees from other faiths.. Making a conscious effort to recognise and accommodate religious observances for all faiths is important in creating an inclusive culture. Policies such as offering flexibility around annual leave can create a fairer, more accommodating environment for employees from all backgrounds.
Sabrina highlights how considerate gestures can make a significant difference in feeling respected at work: “Praying at work is not easy, especially when you have to pray three times during the workday. My current workplace providing a designated space for me to pray in has helped a lot, and I don’t feel guilty for taking time out of work to perform my daily prayers.”
Sabrina’s manager has also made a noticeable effort to be inclusive by learning about Jummah, a prayer performed every Friday. “My manager knew about Jummah prayer and said I can take as much time as I need to go to the mosque,” she explains. These gestures highlight how inclusivity doesn’t always require grand policies—sometimes it’s as simple as managers showing a willingness to learn and then taking steps to make their employees feel comfortable.
“Knowing that I have a manager who is interested in my religion and how to make work more inclusive for me makes me feel way more connected to my workplace than I ever have. This feeling makes all the difference, not just professionally but personally too,” says Sabrina. “It’s great for my personal well-being.”
Well-being, Social Events, and the Importance of Flexibility
Inclusivity affects well-being in significant ways, from social events to workplace policies. Work socials, for instance, are often designed around alcohol, which can make some employees feel uncomfortable or even isolated. I would describe myself as a social drinker and yet even I can relate to feeling pressure or anxiety in the past around alcohol based work socials. Sabrina, who doesn’t drink at all for religious reasons, elaborates: “Historically, I’ve felt as if I had to attend work socials involving alcohol, or else I’d be perceived as uptight or as excluding myself. Being around alcohol in general makes me uncomfortable, and doing so with colleagues is even more anxiety-inducing.”
In 2022, Drinkaware found that 86% of people working in the private sector were more likely to say that there is an expectation to drink at work social events than those who work in the public sector.
Employees in the private sector also experienced pressure from managers to consume alcohol. (Drinkaware 2022).
Not only is this pressure problematic, it also negates the purpose of a work social in the first place–to connect and bond with your colleagues. In fact, the reality is that once people have a few drinks, the ability to connect authentically is dashed and this experience can be extremely jarring, especially if you are sober while everyone else is under the influence.
While 16 to 34-year-olds tend to prefer work socials without alcohol (Tse, 2024), open conversations can help employers understand if employees enjoy alcohol-based events or prefer alternatives. For example, socials such as yoga, painting or even a work dinner can still allow room for team bonding while remaining inclusive to all members of the team. Inclusivity isn’t one-size-fits-all, so listening to employees and responding accordingly is essential.
Practical Steps to Foster Inclusivity
To make religious inclusivity an ongoing priority, employers can take specific steps such as:
Create a multi-faith room for reflection and prayer, making sure all employees feel their religious practices are respected.
Encourage flexible working policies that allow employees to pray when needed
Revise holiday policies to include additional days for religious holidays, empowering employees to choose when to take leave according to their faith
Rethink social gatherings by offering a variety of non-alcoholic events, allowing everyone to feel included
The Bottom Line: Inclusivity is Good for Everyone
Religious inclusivity doesn't just benefit those that practice religion in your company. In fact, it provides a chance to fully examine outdated cultural norms that often inconvenience or cause discomfort to your employees.
When it comes to workplace loyalty, creating environments where employees feel seen and respected will almost certainly allow your workforce to be more engaged and committed, which can in turn improve engagement and overall satisfaction in the workplace.
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If you would like to get involved in any of our community initiatives (e.g. mentor directory, podcast, masterclasses etc.), just drop Sophie an email on sophie@pollencareers.co.uk.
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Reference list
Ali, Z. (2024). Religious diversity in the workplace. [online] Inclusive Employers. Available at: https://www.inclusiveemployers.co.uk/blog/religious-diversity-in-the-workplace/.
Brand, Amelia. “Gen Z Emerges as Most Loyal Workforce in the UK.” HRreview, 12 Dec. 2023, hrreview.co.uk/hr-news/strategy-news/gen-z-emerges-as-most-loyal-workforce-in-the-uk/373788.
Drinkaware (2022). Alcohol in the workplace. [online] www.drinkaware.co.uk. Available at: https://www.drinkaware.co.uk/news/alcohol-in-the-workplace.
Hyphen (2023). Gen Z Muslims in the UK — the figures. [online] Hyphen. Available at: https://hyphenonline.com/2023/03/29/gen-z-muslims-uk-hyphen-poll-data/.
Kumar, A. (2024). Revival of faith, spiritual questioning among Gen Zers in the UK: study. [online] Christianpost.com. Available at: https://www.christianpost.com/news/revival-of-faith-spiritual-questioning-among-gen-z-study-shows.html.
Lockwood, J. (2022). Accommodating Religious Diversity in the Workplace. [online] SEE Change Happen: The Inclusive Culture Experts. Available at: https://seechangehappen.co.uk/religious-diversity-in-the-workplace/.
Statista (2023). Topic: Generation Z in the UK. [online] Statista. Available at: https://www.statista.com/topics/11047/generation-z-in-the-uk/.
Taylor, D. (2023). Accommodating Religious Diversity in the Workplace: Fostering Inclusion & Cultural Understanding. [online] www.inclusionhub.com. Available at: https://www.inclusionhub.com/articles/accommodating-religious-diversity-in-the-workplace-fostering-inclusion-cultural-understanding.
Tse, R. (2024). Home - Searchlight Solutions. [online] Searchlight Solutions -. Available at: https://www.searchlightsolutions.co.uk/ [Accessed 13 Nov. 2024].
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