Why Faith Inclusion at Work Matters More Than Ever?
Sumreen Ahmad, a Director at Accenture and Board Member at Interfaith America, delivered a keynote address at the Religious Freedom & Business Foundation’s Dare to Overcome conference at the Catholic University of America in Washington, D.C., on May 21, 2025, urging leaders and organizations to recommit to faith inclusion in the workplace. Ahmad, recognized as the Employee Resource Group (ERG) Leader of the Year in 2023, highlighted the transformative power of faith inclusion, its ongoing challenges, and the urgent need for sincerity in building truly inclusive workplaces. Her remarks drew from nearly two decades of experience. They addressed the complex realities of faith in an increasingly polarized world, emphasizing that faith inclusion is not just about policy or strategy, but about honoring shared humanity and fostering genuine belonging.
A Personal and Professional Journey
Sumreen Ahmad’s journey in faith inclusion began almost twenty years ago, long before it became a formalized corporate initiative. “At its inception, faith inclusion wasn’t launched with a strategy deck,” she said. “It started with one person’s desire to hold a Bible study. Travelers are seeking a prayer space while working in a new city. With support to accommodate people’s schedules to support Ramadan or for those observing Sabbath, simply seeking room to honor what is sacred.” Ahmad stressed that these early efforts were grassroots, authentic, and grew “slowly, steadily, and authentically” as people saw a need and chose to fill it.
Today, Accenture stands as a leading example of faith inclusion in practice, with nearly 12,000 members across dozens of chapters and Employee Resource Groups (ERGs) representing Christian, Muslim, Hindu, Jewish, Sikh, Buddhist, Baháʼí, and non-religious (None/Atheist/Agnostic) voices. “We built a blueprint for what true intra- and interfaith inclusion looks like in practice,” Ahmad said.
The Inflection Point
Despite these advances, Ahmad acknowledged that faith inclusion faces a critical inflection point. “The world feels more polarized than ever. Fear, suspicion, and division threaten to erode the fragile progress we’ve made,” she said. While terms like diversity, equity, inclusion, and belonging have moved from unfamiliar to foundational, they are now often contested in many spaces.
Ahmad shared personal moments of doubt, including a recent crisis in January 2024, when she found herself weeping in front of the Prophet’s mosque in Madina, questioning her impact. “How after committing so much of my career to creating spaces for people to see each other beyond the harsh stereotypes we are fed—that my colleagues could not see past the piece of clothing that was on my head to what was actually in my head,” she recalled. “How was it that I could find myself spending so much time having to hear my own co-workers justify their belief that all Muslims are terrorists and deserve to be wiped off this earth?”
These experiences reflect broader trends in the workplace. According to recent surveys, 44% of Americans believe there is a lot of discrimination against Muslims, with similar levels reported for Black people and Jews. Nearly half of employees feel uncomfortable discussing the religious festivals they observe at work, and more than six in ten are not comfortable wearing religious attire or symbols at work.
Faith Inclusion as a Catalyst for Transformation
Ahmad argued that faith inclusion must be rooted in sincerity and intention, not just strategy or expectation. “Faith inclusion will endure. Not because it is strategic. Not because it is expected. But because when anything is rooted in sincerity and intention, it will transcend policy, it will transcend politics, but more importantly, will speak directly to our shared humanity,” she said.
She drew on teachings from multiple faith traditions to illustrate this point. “As a Muslim, I was taught early on: ‘Your actions are judged by their intentions.’ In Christianity, the Gospel of Matthew says: ‘By their fruit you will recognize them.’ In Judaism, the call to tikkun olam—to repair the world—demands that belief and action go hand-in-hand. In Sikhism, the principle of seva, or selfless service, teaches that the highest devotion is in uplifting others without expectation,” Ahmad explained.
These principles, she argued, are not unique to any one faith but are universal calls to lead with virtue and service. “So I remind myself not of the big corporate ambitions, reliant on CEO memos or dependent upon executive orders, but instead in the day-to-day moments—what does this look like in a polarized workplace?” she asked.
Everyday Acts of Courage and Compassion
Ahmad described how faith inclusion manifests in everyday workplace interactions. “It shows up when your colleague, who during a tense discussion, reminds the team that every voice holds dignity—and models the radical empathy their faith teaches. It’s when your teammate, who notices the newcomer feeling isolated, and without fanfare, ensures they feel seen, included, and invited. That is seva in action. And it’s when your manager who leads visibly and unapologetically from their faith, even in difficult times, is defending not only their own beliefs, but those of others, because the dignity of work is a shared value,” she said.
These acts, she argued, create environments where systemic bias can be challenged “not out of defiance, but out of duty to pursue justice and equity.” Faith inclusion, in her view, is not just about erasing differences but about navigating them “with respect, dignity, and grace.”
The Broader Impact of Faith Inclusion
Faith inclusion is not just a moral imperative but also a business one. Research indicates that workplaces that support religious diversity foster increased employee engagement, creativity, and innovation. Feeling respected and valued for one’s faith fosters a sense of belonging and motivates employees to contribute their best. According to the REDI Index, which evaluates companies on religious equity, diversity, and inclusion, 92% of surveyed companies now formally recognize faith-oriented Employee Resource Groups (ERGs), and all participating firms integrate religion into their HR training.
Interfaith America, where Ahmad serves on the board, has developed curricula to help DEI professionals engage religious diversity alongside other dimensions of organizational diversity. “Pluralism is not about erasing difference. It’s about navigating it with respect, dignity, and grace. It’s about understanding that our faith is not just personal, it’s powerful. Not just a source of solace, but a source of leadership,” Ahmad said.
Challenges and Setbacks
Despite these advances, faith inclusion still faces significant challenges. “There are moments that make us doubt—when a prayer space goes unused because an employee doesn’t feel safe to show their beliefs. When silence follows a faith-based hate crime. When policies are in place, but the culture still whispers: ‘Don’t bring that part of yourself here.’ When our commitment to dignity is tested by fear,” Ahmad noted.
These moments, she argued, test the sincerity of organizational commitments to inclusion. “Admittedly, I was in one of many of my moments of crisis,” she said, recalling her experience in Madina. “And in that moment of despair and uncertainty, I had to ask myself not only where do I go from here, but more importantly, it pushed me to dig deep to question why I even began?”
Ahmad’s answer was a renewed commitment to intention and purpose. “This is not some side thing. Embracing it affects the bottom line and makes people better workers and more committed to the organization,” said Elaine Howard Ecklund, professor of sociology at Rice University and co-author of Religion in a Changing Workplace.
Leadership and Legacy
Ahmad’s reflections are deeply personal. “I started in my corporate career with a stern reminder by my father, who told me, ‘Your faith will be your path to serving humanity. If your work is not grounded in your faith, you’re not serving your purpose. Because only when you serve, do you truly lead,” she said.
This legacy of service, she argued, is what drives meaningful change. “The foundation we’ve built in our shared spaces—across interfaith networks, global chapters, and values-based leadership—is not fragile. It’s resilient. Because it’s built not on trend, but on truth, it’s sustained not just by budgets or benchmarks, but by belief. By Christians, Muslims, Jews, Sikhs, Hindus, Buddhists, Humanists, and seekers alike, all showing up with sincerity. All striving to lead with purpose,” Ahmad said.
Practical Steps for Building Faith-Inclusive Workplaces
Experts and practitioners offer several practical recommendations for organizations seeking to foster faith inclusion:
Cultivate inclusive language: Provide training on preferred pronouns, respectful terminology, and avoiding religious stereotypes. Encourage employees to introduce themselves, including their cultural and religious backgrounds, if they are comfortable.
Accommodate religious practices: Be flexible with scheduling for critical religious observances. Offer prayer rooms or quiet spaces for meditation and reflection. Offer options for halal and kosher food in cafeterias and catering services.
Educate and raise awareness by organizing seminars and workshops on various faiths and cultural sensitivities. Celebrate religious holidays with inclusive events and educational activities.
Implement inclusive policies: Review and revise company policies to ensure they are non-discriminatory and respect religious needs. Offer religious leave opportunities in line with local regulations. Address instances of religious discrimination swiftly and with sensitivity.
Promote employee resource groups: Support the creation of faith-based or interfaith employee resource groups to foster a sense of community and inclusivity. Provide resources and funding for these groups to hold social and cultural events.
The Power of Interfaith Community
Building an interfaith community at work is not only possible but necessary, according to leaders in the field. “We set out to create an inclusive interfaith ERG, with the intent to give our diverse faith identities a voice and a seat at the equality table,” said one interfaith ERG leader. Such groups can provide healing, make workplaces safe and welcoming for all, and drive positive change across organizations.
“When organizations and companies are more open to welcoming broader expressions of faith, people feel much more comfortable and engaged,” said Daniels, a researcher at Wheaton College. “Which leads to positive outcomes for the workplace as a whole.”
The Future of Faith Inclusion
As the workplace continues to evolve, so too must approaches to faith inclusion. “We go back to intention. We go forward in pluralism. We continue to build workplaces that are not just diverse, but deeply humane. Where the sacred is honored. Where difference is met with dignity, where faith becomes not a point of division, but a bridge to deeper understanding,” Ahmad said.
The future of faith inclusion, she argued, is not just about inclusion but about transformation. “It’s about living from our values and giving others the courage to do the same. And ultimately, it’s about being what the world so desperately needs right now. Because when our interfaith communities come together—not just side by side, but heart to heart—we model a better way to lead in our teams, our organizations, our communities, and the world. A way that refuses to polarize. A way that listens. A way that serves.”
A Call to Action for Leaders and Organizations
Sumreen Ahmad’s address at the Dare to Overcome conference serves as both a reflection and a rallying cry. Inclusion of faith is not a peripheral issue, but a central pillar of organizational health and societal progress. It is rooted in sincerity, driven by intention, and sustained by belief. As workplaces become more diverse and polarized, the need for genuine faith inclusion has never been greater.
Organizations that embrace faith inclusion experience tangible benefits, including higher employee engagement, greater innovation, and a stronger reputation. Leaders who model empathy, respect, and service create environments where everyone can thrive. The journey is not always easy, but as Ahmad reminds us, it is essential. “Be the change you wish to see in the world,” she concluded.
In a world riven by division, faith inclusion offers a path forward—one built on shared humanity, mutual respect, and the courage to lead with purpose.