Is It Appropriate to Ask About Religion on Employee Data Sheets During Onboarding?

Dear all,

Can we include a question about religion in the Employee Data Sheet during onboarding?

Kindly suggest.

Regards,
Pourna.

Hi Partner, this would depend on why, as an employer, you need to know the employees' religion details and for what purpose you would be using the data on the employee's religion. In case there is any statutory or legal need where religion has relevance, then you may need to add an explanation with specifics in the employee data sheet, along with assurances on how you would safeguard this sensitive piece of information.

In my personal opinion, it may not be a good idea to add religion as part of the standard employee data sheet because this can become a gateway in the future to possible misunderstandings and lawsuits. Instead, it may be better to ask the relevant employees for details on religion only if the need arises and that again after providing a detailed explanation to the employees on why the data is needed.

Hi, Yes, you can if need be! But it is not mandatory for the new joiners to respond to it, which means you cannot compel them.

By the way, what is the purpose behind this question? Mostly, the same can be identified through the name itself, isn't it?

Hi Pourna,

The inclusion of a question about religion in an employee data sheet raises important considerations related to privacy, discrimination, and legal compliance. In many countries, asking about an employee's religion during the onboarding process may be considered inappropriate or even illegal, as it can potentially lead to discrimination.

To ensure that your onboarding process is fair, inclusive, and in accordance with the law, it's generally advisable to avoid collecting information about an employee's religion unless there is a legitimate and justifiable reason for doing so, such as accommodation for religious practices or observances.

If your organization has a legitimate need for such information, it's crucial to clearly communicate the purpose behind collecting this data, obtain the employee's consent, and ensure that the information is treated with the utmost confidentiality and used only for the specified purpose.

It's also essential to be aware of and comply with laws regarding employment practices and data protection to avoid any legal issues. Always consult with legal experts or HR professionals to ensure that your onboarding process aligns with the applicable laws and regulations.

Thanks

Dear Pourna,

Yes, you may ask about the religion of the candidate. However, be cautious. The disclosure should be voluntary and not mandatory. Therefore, disclosure of religion may be made optional.

Diversity and Inclusivity

Day by day, the concept of "Diversity and Inclusivity" is gaining ground. To foster diversity, it is important to know whether the organization has lopsided representation or is dominated by a particular religion. When you collect the data, do the analysis and identify whether the minority groups are given adequate representation.

India is a multi-religious country. A right mix of people of all religions helps in managing attendance during festival times.

Beyond Religion: Other Aspects of Diversity

Not just religion, but you may go further and find out the employees' mother tongue also. This information will help you bring representation from various regions. HR professionals, in general, and the top leadership, in particular, are expected to foster diversity on various counts like region, religion, mother tongue, gender, age, specially-enabled persons, and so on.

As a learned member has asked in his previous post, what is the purpose of obtaining this information? Is it a part of the DEI initiative or something else?

Thanks,

Dinesh Divekar

If you have optional religious holidays or allow religious rites in the office, then you need to know the religion and can ask about it. Otherwise, you have no need except if it is required for specific employee engagement activities.

Considerations for Religious Accommodations

For example, some HR teams may include or exclude certain types of food at company catering to avoid violation of religious sentiments.

A decision on this can only be taken after careful consideration of all circumstances.

Discrimination

Including a question about religion in the employee data sheet during onboarding raises several potential concerns:

It could be seen as discriminatory, leading to potential legal and ethical issues. Religion is a protected class in many countries, and collecting this information cannot be used to make employment decisions.

Privacy

It might be considered an invasion of employee privacy, potentially causing discomfort and mistrust.

Relevance

Unless religion is directly relevant to job requirements (e.g., religious organizations), it is generally not relevant to the employer-employee relationship and should not be asked.

Suggestion

I recommend avoiding including a question about religion in the employee data sheet. Instead, focus on collecting job-related information and implementing ethical and inclusive practices to build a diverse and respectful workplace.

Remember: Your onboarding process should create a positive and welcoming experience for all new employees.

I hope this helps!

You can ask for data like religion, etc., with the specific objective of collecting data for your organization to celebrate festivals of each culture and religion. This data will provide you with the numbers for declaring holidays, celebrating festivals, and greeting such employees on special occasions, etc. When people talk about Diversity, Inclusion, and Equity seriously, this data will help them in many ways.

Best wishes