By Mike Bain/cvnznews.com
A new UK study, Religion at Work: the invisible dimension of workplace diversity, finds many employees who identify with a religion feel unable to speak openly about their faith at work. While the research surveyed UK workers, its findings raise questions for New Zealand employers about whether workplaces here are doing enough to include people of faith.
Key findings from the study (summary)
- Silence about faith: A large share of respondents said religion is rarely discussed at work and many actively avoid the topic.
- Perceived discrimination: Around 59% believed religious discrimination exists in the workplace; 66% felt uncomfortable discussing religion at work.
- Everyday bias: Respondents reported subtle forms of bias — stereotyping, intrusive questioning, pressure to take part in events that conflict with beliefs, and marginalisation after disclosing faith. A smaller share reported direct verbal or physical abuse.
- Organisational gap: The research highlights a mismatch between employers’ confidence that they are inclusive and the lived experience of religious staff.
Why this matters in New Zealand
- Legal protections: In New Zealand religion and ethical belief are protected grounds under employment and human rights law; discrimination on these grounds is unlawful. Employers must treat employees fairly in recruitment, pay, training, promotion and dismissal. Employment New Zealand Human Rights Commission
- Cultural context: New Zealand workplaces are diverse and include people of many faiths and beliefs, alongside non‑religious worldviews. Even if we lack a local equivalent study with the same sample size, the UK findings are a useful prompt for employers here to review practice and policy. Pearn Kandola
Practical steps for New Zealand employers
- Acknowledge religion in D&I: Include religion and belief explicitly in diversity and inclusion strategies and communications. Pearn Kandola
- Set clear expectations: Publish guidance on respectful dialogue, reasonable accommodation for religious observance, and how to request time off for religious holidays. Pearn Kandola
- Train managers: Provide managers with practical training on handling requests for religious accommodation, avoiding intrusive questioning, and responding to incidents. Employment New Zealand
- Create safe spaces: Encourage respectful conversation and provide confidential reporting and mediation routes through HR or the Human Rights Commission where needed. Human Rights Commission
If you want to read the research
- The study discussed here is part of the Religion at Work research programme led by Professor Binna Kandola and consulting firm Pearn Kandola; the full report and related materials are available from Pearn Kandola and were covered in recent media reports. Pearn Kandola LinkedIn
Bottom line
Even if New Zealand lacks a directly comparable national survey, the UK findings are a clear reminder: workplaces that ignore religion risk leaving staff feeling unseen, less psychologically safe and less engaged. Employers here should treat religion and belief as a legitimate part of workplace inclusion work and take practical steps now to reduce misunderstanding and discrimination. Pearn Kandola Employment New Zealand
