To be an inclusive employer in the games industry, it is essential to consider and accommodate employees’ religious or belief-related needs. Here are some considerations for your business…
This can involve offering flexible working arrangements, such as adjusting work schedules to allow employees to attend religious services or take time off for religious holidays.
Employers can also offer alternative duties or work assignments that do not conflict with employees’ religious or belief-related obligations. For example, an employer could assign an employee who observes a Sabbath day to work on a different day of the week.
When an employee requests a religious or belief-related accommodation, it is important for employers to engage in an interactive process with the employee to determine the best course of action.
Employers should approach the request with an open mind and be willing to consider different options. It may be helpful to consult with legal counsel or human resources professionals to ensure compliance with employment laws and regulations.
Employers should also establish clear policies and procedures for accommodating employees’ religious or belief-related needs. These policies should outline the process for making requests and the employer’s obligation to provide reasonable accommodations.
Additionally, the policies should be communicated to all employees to ensure they are aware of their rights and obligations under the law.
Finally, it is important to ensure that all employees are treated fairly and without discrimination based on their religion or beliefs. Employers should provide training and education to managers and staff on how to prevent and address discrimination, harassment, and retaliation related to religion or beliefs.
Additionally, employers should establish a zero-tolerance policy for such behaviour and provide clear channels for employees to report any concerns or violations.
