In 2022, Ramadan runs from April 2nd to May 1st. As one of the 5 pillars of Islam, Ramadan isn’t just about fasting. It’s a time of spiritual discipline, prayer, charity, and introspection– and it’s important to keep in mind that people might celebrate Ramadan in different ways, namely by praying more frequently, engaging in charitable activities, and spending time with family and friends to celebrate.
So how can you show your Muslim employees and colleagues you support them during this time?
One easy way to get started is by using the greeting Ramadan Mubarak, which translates to “Blessed Ramadan.” It’s commonly used to send well wishes to Muslims observing Ramadan and the traditions that come with it.
But supporting Muslim employees and colleagues at work is not just thinking about what to say to someone celebrating Ramadan, it’s about and considering how you can better support them every day. We asked some of our partner companies to tell us how they're supporting Muslim employees during Ramadan and all year-round. Keep hearing to hear what they had to say in their own words.
BlackRock— host a virtual Eid celebration
“Last year, BlackRock's Asian & Middle Eastern Professionals (AMP) Network put together a virtual Eid celebration. This year, AMP is holding a virtual Spring Parade that will acknowledge the way different cultures celebrate Spring during the month of Ramadan. During the parade, colleagues will share photos, videos and educational presentations about Nowruz, which many of our Muslim colleagues also celebrate. AMP hopes to continue to provide opportunities for employees to gain cultural awareness and celebrate with one another during events like these throughout the year.”
Learn more about BlackRock here.
1Password— allow flexible working hours to accommodate fasting and prayer schedules
“As a remote-first company, 1Password has valued the importance of work-life balance since our inception in 2005. We want everyone's health, happiness, and fulfillment to be a top priority at work and at home. That means providing as much flexibility as possible for the wellbeing of all our employees, including our Muslim team members. Whether fasting, praying, or taking some time for introspection, we encourage our team to take the time they need to celebrate or practice during both Ramadan and all year round.”
Learn more about 1Password here.
Procore— learn how your team can join in on the celebration
“Ramadan (April 2-May 2) celebrates prayer and reflection among Muslims worldwide. Procore encourages all Procorians to bring their whole selves to work and make adjustments to support their family, faith, and community throughout the year. Tas Sachak shared how her Customer Support team supported her during Ramadan, including joining her to “open [her] fast” and ordering a prayer rug for Tas to use in-office. Tas explained, “these efforts to enhance inclusion helped me to feel respected even though I’m the only team member who practices Ramadan. My colleagues’ efforts to embrace and include me as an individual was extremely touching."
Learn more about Procore here.
Moody’s— create awareness around the significance of Ramadan
“Moody's recognizes and supports Muslim employees, and actively encourages flexibility to Muslim colleagues to choose their work hours during Ramadan. Moody’s Multicultural BRG promotes articles and newsletters that help create awareness around the practices and significance of this month and provides information for team members interacting with colleagues who observe Ramadan, regardless of their geographical location. Also, Moody’s is hosting two events; one will focus on Eid to mark the end of Ramadan and the other will highlight of the importance of Ramadan and its traditions.”
Learn more about Moody’s here.
Pluralsight— be mindful when scheduling meeting and setting project deadlines
“At Pluralsight, we celebrate the diversity that powers our teams. We recognize Ramadan as a time of hope and reflection for our Muslim team members. Our unlimited paid time-off policy is designed so that team members can take time away to rest and recharge, including any time needed for our Muslim team members around the world during the month of Ramadan. We also encourage our people leaders to provide flexibility in scheduling meetings, setting project deliverables, and other tasks as appropriate to support our Muslim team members from sunrise to sunset during this holy month.”
Learn more about Pluralsight here.
Cummins— set apart an in-office prayer space
“I have been at Cummins for about 12 years now based in Huddersfield UK. As a practicing Muslim every year I practice Ramadan (fast) which is 1 of the 5 pillars of Islam. Ramadan lasts for a whole month and during daylight hours practicing Muslims are not permitted to mainly eat or drink during this time. During the summer periods the fast can last for 21 hours in the UK.
Since the introduction of flexible working hours, I’ve been able to change my work patterns to help me work and rest during the month of Ramadan without affecting my work.
There is a multi-faith room on-site and this has helped me to pray my 5 daily prayers. The local diversity council have held Ramadan awareness events to talk with our colleagues for awareness and helped to celebrate Eid together”.
Malik, Customer & Product Quality leader, Cummins
Learn more about Cummins here.
SoftwareOne— launch an educational campaign with best practices to support Muslim colleagues and customers
“Inclusivity and belonging are a few of the cornerstones of the SoftwareONE experience. In order to further develop culturally proficient employees, SoftwareONE provides extensive learning opportunities to facilitate an accepting and informed workplace. For the upcoming Ramadan holy month, we launched an educational campaign highlighting best practices to support our Muslim colleagues and customers. Additionally, in partnership with our Muslim employees, we’ll host a roundtable discussion that encourages dialogue about Ramadan, its religious significance, history, and cultural practices. By utilizing multiple communication platforms, SoftwareONE works to ensure our Muslim employees feel celebrated, included, and supported throughout Ramadan and beyond. ”
Learn more about SoftwareOne here.
PagerDuty— allow employees to choose where they want to work: at home, in office, or hybrid
“At PagerDuty, we offer a flexible work model that allows employees to choose where they want to work - hybrid, office, or anywhere. This provides space for employees to observe cultural and religious practices in an atmosphere that is comfortable to them. Those working in the office are offered a supportive and inclusive workplace, allowing for private areas to have a moment of pause. We have prayer rooms in our Atlanta, San Francisco, and Toronto offices, as well as prayer mat storage. Additionally we offer generous paid time off and a floating holiday that can be taken to observe/celebrate holidays for various religions.”
Learn more about PagerDuty here.
Splunk— encourage a work / life blend to take time for suhur and ifter and rest when needed
“Splunk is a people-centric company, putting supportive measures in place so employees can bring their best and most authentic selves to work.
During the holy month of Ramadan (and year round) Splunkers are supported with a healthy, connected, flexible and sustainable work environment, encouraging time to recognize suhur and ifter.
Splunk supports diverse and flexible options and locations where we work with an emphasis on inclusion. It’s Splunk’s over 8,000 employees around the world whose values shape our ever evolving company culture.
If you would like to learn more about life at Splunk, please visit splunk.com/careers #WeAreSplunk ”
Learn more about Splunk here.
Workiva— encourage Muslim employees to connect and celebrate together
“Here at Workiva, our Asia-Pacific teams are putting together a virtual Eid celebration to commemorate the end of Ramadan. In this way, Workivians who celebrate will be able to connect with others across the world who also commemorate Ramadan and share their experiences. We also support our employees who celebrate by providing the flexibility to schedule their working hours and the possibility of remote work so they are able to accommodate the traditional Iftar meal and prayers after sunset. This also allows them to travel, gather with their loved ones, and attend celebrations.”
Learn more about Workiva here.
Equinix— celebrate spiritual diversity through learning sessions
"Equinix is committed to supporting our employees’ wellbeing, including their needs to worship in accordance with their faiths. Bolstered by our employee resource group, FaithConnect, whose mission is to inspire a culture of learning and respect for all faiths, non-faiths and worldviews in the workplace, we look to lay a foundation of belonging and holistic wellbeing at Equinix.
We know that by celebrating spiritual diversity, employees can bring their whole authentic self to work. Ramadan is just one example. Employees have access to quiet rooms for prayer, which is supportive every day, but certainly during Ramadan. We have hosted learning sessions open to everyone to hear more about this holiday—some employees even chose to join their fasting colleagues. In short, we encourage people of all beliefs to connect and better understand each other."
Learn more about Equinix here.
Elastic— encourage employees to come as they are
“At Elastic our "Source code" helps create a culture where individuals from all faiths have the freedom and flexibility to practice their religious beliefs, which is especially important to our Muslim employees during Ramadan.
One part of our source code is "Home, Dinner'' where we encourage employees to make their work timetable fit around their own needs such as Iftar. Another aspect of our Source Code is for people to come "As you are'' where we want Elasticians to bring their whole selves to work; as employees, parents, citizens of the world and as Muslims.”
Learn more about Elastic here.
💎Want to implement change in your team or organization? Watch the video to the end to do it successfully.
📼 To implement change you need to follow certain steps. Play this video to get three top tips on how to do it the best possible way. You'll hear from Kyle Lisboa, Support Operations Manager at Esri, who shares her experience with you!
📼Why implement change? Tip #1: Identify the reason. Think about the business reason for the change. If you understand why change is needed, it helps you explain it to others. Avoid making change for change's sake and implement solutions that solve problems.
📼Plan to implement change! Tip #2: Develop a plan. Create a detailed plan to help implement the change. If you create steps and timelines, this will guide the process. It also helps others understand how you are progressing towards the implementation and what the next steps are.
To Implement Change You Need Others - Tip #3: Seek Feedback
Gather feedback from those affected before, during, and after any changes are implemented. Allowing others to provide their feedback helps to create an inclusive atmosphere where everyone feels part of the solution.
📨 Are you interested in joining Esri? They have open positions! To learn more, click here.
Get to Know Kyle Lisboa
Kyle is an experienced Strategic Operations Manager with a demonstrated history of working in the computer software industry. She’s skilled in Arcgis Products, Databases, Management, Geography, and Cartography. If you are interested in a career at Esri, you can connect with her on LinkedIn. Don’t forget to mention this video!
More About Esri
At Esri, they build cutting-edge geographic information system (GIS) technology that customers use to solve the world’s most complex challenges: slowing climate change, stamping out disease, designing a better city, fighting crime, and much more. Their ArcGIS software is helping communities around the globe respond to the COVID-19 pandemic by monitoring the surge, managing testing sites, aiding essential workers in finding childcare, mapping food and essentials, and keeping residents informed and safe.
Nearly 80% of workers want to work for a company that values diversity, equity, and inclusion, per a CNBC survey.
But how do prospective employees — and, for that matter, current ones — know whether an organization takes diversity, equity, inclusion, and belonging (DEIB) seriously?
Metrics can help.
What are DEI metrics?
Diversity, equity, inclusion, and belonging metrics are measurements of how a company is doing against its stated DEIB goals. They help track progress, light up problems, synthesize momentum over time, prioritize investment, and allow a company and its employees to have accountability over DEIB intentions.
How can DEI metrics help my overall DEI strategy?
Creating a DEIB strategy is the first step in making your workplace more equitable. But having DEI metrics is a vital second step in ensuring that progress happens.
DEI metrics help a company actualize their strategy, live out their values, meet employee expectations, and make the workplace more fair for all employees.
10 examples of DEI metrics
1. Hiring: the diversity of your candidate pipeline.
How diverse is your applicant pool? Have your candidates self-identify and track what representation looks like in your candidate system.
2. Representation: the demographics of your current employees.
Many companies put pressure on their new hires to make up for gaps in their existing employee population — so make sure you’re benchmarking against data on what your current workforce is made up of.
3. Representation: the demographics of your leadership team.
People need to see that there is a path for success for people who look like them at your organization. What does the makeup of your board look like? Your directors? Your managers? And what does the promotion pipeline look like into those roles?
4. Representation: the demographics of your suppliers.
The money that you spend can significantly impact communities around you — so you should be measuring whether you’re doing that in a way that challenges bias and champions equitable treatment.
5. HR systems: pay equity.
Do all employees, regardless of gender or race, make the same amount of money if they’re doing the same job? If not, what’s your gender / race pay gap and how quickly are you closing it?
6. Employee experience: HR issues.
It’s important to track wins when it comes to DEIB, but it’s also vital to track times when your organization falls short. How many HR / People issues related to DEIB, including allegations of unfair treatment or bias, has your organization dealt with in the past year? What was the result of them? How quickly did issues get resolved? These metrics are key to know.
7. Employee experience: satisfaction with DEI progress.
When you send out employee satisfaction surveys, make sure you include questions on how employees perceive your current progress on DEI goals. They’re the ones most impacted by your strategy — and their opinion matters.
8. Employee engagement: participation in communication platforms.
How often do employees participate in Slack? What about by-channel participation? Looking at data on who talks to who and when can help highlight issues with inclusion or culture. Some companies are using AI-enabled text analysis tools to look for signs of frustration or for problematic language.
9. Employee participation: ERG membership.
Employee resource groups can be hugely helpful in creating community around different identities, interests, and demographics. They can also provide guidance on how to actualize your organization’s DEIB goals. (Which is part of the reason you should pay ERG leaders for their efforts, but that’s a topic for a different blog.)
10. Brand reputation: customer perception.
We’ve talked about key groups for whom DEIB metrics matter — prospective employees, current employees, leadership — but they matter to your customers, too. Whether you add a DEIB component to your existing NPS process, conduct 1:1 customer interviews, or get feedback some other way, it’s important to see whether your customer base is seeing progress on your DEIB goals, too.
Have you ever been so exhausted that you quit your job?
You may have been experiencing burnout.
Burnout is characterized by overwhelming exhaustion, detachment from your work, and a sense of ineffectiveness.
And while anyone can experience burnout, if you have ADHD, you may be more susceptible to it.
Before you get to the point where quitting feels like your only option, there are steps you can take to set healthy boundaries and start feeling more like yourself again. Read on to learn how you can recognize burnout in yourself, and what to do if you’re experiencing it!
How Does ADHD Burnout Feel?
There are some clear signs that you’re burning out, but ADHD can make the descent to burnout harder to detect. These warning signs include:
- Lack of motivation - not wanting to do the things you need to do or the things you love.
- Exhaustion - feeling overly tired both mentally and physically.
- Irritability and mental fatigue - feeling short-tempered, mean, or like you snap easily.
- Physical discomfort - body aches, low energy levels, and general pain.
- Negative outlook - the tendency to find something wrong with nearly everything.
- Emotional dysregulation - feeling weepy, sad, or unable to smile or connect with others.
Generally, burnout starts with taking on too much. Exhaustion creeps in, and you feel like every day is working against you because you are constantly overwhelmed. You may start to feel like the entire world is spinning out of control, or like no matter what you do you can’t keep up (or catch up).
If this resonates with you, you might be on the road to ADHD burnout.
Why People with ADHD Can Be More Susceptible to Burnout
So why does ADHD make some folks more susceptible to burnout? There are a few common ADHD traits that often result in behaviors correlated with burnout (taking on too much, working too long, etc.):
- Hyperfocus - ADHD is not exclusively about attention deficits. In fact, hyperfocus is the opposite – a deep, intense concentration to the point of being oblivious to your surroundings. Per WebMD, hyperfocus is a state of highly-focused attention that lasts for an extended period of time. You concentrate on something so hard that you lose track of everything else going on around you. When hyperfocus sets in at work, it can be hard to unplug or be aware of the people and environment around you.
- Time Tracking - Losing track of time is one thing, but if you find yourself losing track of hours without realizing it, that could be related to burnout. People with ADHD perceive time not as a sequence of events the way others usually do, but as a diffuse collection of events viscerally connected to the people, activities, and emotions that fill them.
- Difficulty Prioritizing - Do you take on too much and then struggle to prioritize it? When someone asks for help, does everything often go to the wayside so you can jump in? Or maybe the daunting anticipation of the tasks ahead prevents you from starting. Per ADDitude, ADHD impacts your temporal processing abilities, which can affect executive functioning.
Combating ADHD Burnout
If you think you may be suffering from ADHD burnout, there are a few ways to take back control. Here are three tips for combating ADHD burnout:
Reserve Your Yeses - Pump the brakes when you recognize the early signs of ADHD burnout. Start reserving your yeses right away. Say no, and practice not apologizing. It is okay to say, "I have a lot on my plate right now and cannot take that on. Thanks for thinking of me." Saying no is nothing to apologize for, and it should be celebrated! You are working to protect your energy above all else.
Practice Over-Estimating - If you think you could knock something out in a day, give yourself a week. Overestimate on time and allow yourself the grace to have a little more time than usual to complete projects. Slowing down when starting a new job or role will help you produce high-quality work and prevent ADHD burnout.
Drop the Mask - Be honest with your employer and friends. Let them know that although you seem to keep up internally, you struggle. Identifying ADHD burnout from the outside can be extremely difficult. Your honesty and transparency will position you to determine if your environment is supportive and inclusive.
How to Support Colleagues Dealing with ADHD Burnout
The experiences above may not resonate with you personally, but perhaps you’ve noticed other people you work with describe or experience them.
If you’re a manager, there are several ways you can support colleagues with ADHD (as well as neurodivergent employees more generally) to help prevent burnout. Ask for clarity on when they have felt the most supported at work. Discovery questions like, “how did you feel at that time?” or “how was the pace of that project?” can help you to understand their actual capacity.Download this free guide if you’re looking for more ways to support your neurodivergent coworkers. Work with your DEIB and HR team to develop new neurodivergent inclusivity standards to help you stay ahead of the ADHD burnout cycle.
💎Worried about bias in the workplace? Watch the video to the end to find out how to reduce it!
📼Avoiding bias in the workplace requires a lot of effort. Play this video to get three top tips that will help you. You'll hear from Ben Lopez, Talent Acquisition Manager for EMEA at Workiva, who shares advice on how to create a more fair, equitable environment where everyone feels welcome and has a seat at the table.
📼Acknowledging bias in the workplace is the starting point. Tip #1: Recognize Bias. Take the time to recognize your own bias. Both conscious and unconscious. And look out for bias within teams and among peers. Work together to understand how you can all avoid each of those biases that you may encounter.
📼Avoid sneaky bias in the workplace! Tip #2: Rely on a structured process. Whether it's about interviewing, promotions, or performance reviews, relying on a consistent, fair, and objective process will help guard against bias. Document the process to keep both you and your peers accountable. And when it comes to interviewing, work with your peers and other participants to define clear questions and objectives to cover with each candidate.
Reduce Bias In The Workplace By Knowing Different People - Tip #3: Widen Your Network
Don't always engage with the same people. Widen your internal network, and interact with different teams, and different departments. Get to know those with different life experiences, different academic backgrounds, and different work experiences. Understanding those who are different from us allows us to be more empathetic and create an environment where we all feel a sense of belonging.
📨 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Ben Lopez
With a robust background in recruitment, Ben is an agile and well-networked talent acquisition leader. He’s been recruiting high-caliber talent around the globe for 15 years, spanning SaaS software, professional services, oil & gas, and healthcare across four continents. If you are interested in a career at Workiva, you can connect with Ben Lopez on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.