How can you ensure your organization is inclusive of different spiritual beliefs?

In my experience, the first step is to create a safe space for people to be able to share their beliefs and perspectives. This is very important for leaders to understand the existing social and spiritual belief systems in the organisation and to devise strategies to create a more inclusive workplace. Once this is achieved, the next step is to identify the aspects that the organisation would like to focus on basis their values and mission. Aligning the key aspects to be worked on with the values and mission will help provide a clear direction and objective to achieve together. Lastly, there should be clear KPIs defined to monitor and measure progress on the strategic initiatives.

I agree that asking people in your organization might be helpful, but it’s not the first step. People need to understand why are you asking and feel safe to contribute. As well on the organizational policy level it needs to be clear what is the approach to the a different spiritual believes. It’s important to mention that this should be a responsibility of the organization leaders.

Be inclusive, and respectful. If everyone can feel comfortable to share their beliefs, this is what it's about. Everyone should be able to bring their full self to work, irrespective of their beliefs.

I believe that by respecting other people's beliefs personally is the first step to be able to be inclusive in your organization. It always starts with our own viewpoints as an individual before it goes into our business. Also, by including these kind of questions in your recruitment process, by asking your potential employees if they respect other people's beliefs would be a good start to make sure that this is respected in your business. It's a lot simpler than you think. Recruit people that are conscious of their environment and respectful of others and you will have a great company.

To begin the journey towards inclusivity with regard to spiritual diversity, organizations should embark on a process of self-assessment. This can be achieved by: Surveys: Organizations can create and distribute anonymous surveys to employees, asking about their spiritual beliefs, practices, and experiences within the workplace Focus Groups: Organizing focus group discussions allows employees to share their perspectives and experiences related to spiritual diversity Stakeholder Consultations: Engaging with key stakeholders, including employees, leadership, and even external partners, can provide a broader perspective on how the organization is perceived in terms of spiritual sensitivity and diversity

Before educating there should be raising awareness. There is this nice model of learning going from unconscious incompetence (meaning not knowing we don’t know something) to conscious incompetence. To move between those two stages we need to raise awareness, since many leaders are not even aware of the importance of different inclusion aspects

For my opinion, we have to make the assurance of bridge between social aspects and spiritual to the organisation and for its common goals. Let's focus the meaning full of balance life which cannot be possible without spritual segments.

One of the major steps in making sure that your organization is inclusive is to educate yourself as well as your employees. There are so many cultural differences within one small region of a country and a slight comment/action could unknowingly hurt someone’s sentiments. Attending workshops, reading more about things is a small step towards being more inclusive!

Acknowledgement goes a long way into ensuring an inclusive view into diverse spiritual beliefs. Learning, and unlearning would commence after this.

Respect is the bedrock of inclusiveness; organizations must respect that everyone has their own belief system, which is their fundamental right, and it's part of what makes them who they are and how they operate. With the various social media channels available today, organizations should have a clear policy on personal and corporate brands and how to keep them separate. The code of conduct needs to be clear about what is and is not permitted and how the organization would like to manage their branding. Organizations should facilitate workshops and have a continuous dialogue to ensure alignment with the mission and values, including awareness of managing and maintaining social branding. It's about educating through communication.

It shouldn't be just about adapting, but encouraging story sharing of traditions, history, and culture. It is the bare minimum to include other holidays and religions in your benefits, it is the bare minimum to create spaces, and it is the bare minimum to include these in your programs and services. It should be shared and respected and talked about through story telling and connecting on a human level.

An example of a consultant in this arena could be a retired Military Chaplain or a Board-Certified Clinical Chaplain. Each of these are religious professionals accustomed to working in large, pluralistic organizations.

To understand, To apprehend, and To comprehend Comprehension is to be able to see through others from their past, from their present; it is to live in the feeling. There is no self and other in comprehension, there is only one another's truth. To comprehend is to gather wisdom from all of life, to feel the connection with life, with everything around us no matter if it is tangible or intangible. Understanding others is knowledge; to apprehend is introspection; to comprehend is wisdom. In the comprehension of others beliefs we have all of the information; with no eagerness, fear or rage. To understand this is to become unraveled from separation and embrace unity, to comprehend is to perfect ourselves in the acceptance of others beliefs.