In our recent webinar on religious accommodation we learned:
- Each Canadian province and territory has human rights legislation that covers religion as a protected ground. When an employee’s religious belief or practice comes into conflict with a rule or standard of the company, for example dress code
or hours of work, an employer must accommodate to the point of undue hardship.
- By developing and implementing a religious accommodation policy, a company signals that it is welcoming to all employees. It creates a climate of equal opportunity and respect for diversity and inclusiveness.
- Procedures on how to accommodate a request should be clearly stated in a religious accommodation policy. Carefully consider who will review the request to ensure an objective evaluation is conducted.
- There is a no “one size fits all” approach when it comes to religious accommodation. What may work in one circumstance may not in another. The policy should emphasize that it is a collaborative process between the employer and employee, and that both parties should be flexible and creative in reaching a solution.
Watch the webinar to learn more about accommodating religious diversity in the workplace.