Author Archives: RFBF

As Christians prepare to celebrate Christmas, we welcome Ros Loaker, CEO of Transform Work, a charity that supports Christians in the Workplace, with connections to over 500 Christian Workplace groups and Christian professional networks.

Ros has lead Transform Work for nearly 20 years and will be sharing about what Transform Work does and will be sharing amazing stories from Christian groups in the workplace.

Join the UK Faith@Work Network at 1pm KU/8am ET for this 30-minute community call. Register here.

By Brian Grim

From Negative Narratives to Positive Entrepreneurship: A New Approach to Advancing Religious Freedom

By Brian Grim

By Brian Grim, Ph.D.

On November 26, I shared the following thought on balancing freedom of religion or belief (FoRB) and gender non-discrimination in the workplace. This was part of a virtual session for the European Commission on Freedom of Religion or Belief (FoRB) and non-discrimination in the workplace. The session is organized by the OSCE Office for Democratic Institutions and Human Rights (ODIHR).

1. Adopt Clear, Inclusive Policies

Equal Employment Opportunity (EEO): Ensure your policies explicitly prohibit discrimination based on any ground such as sex, race, color, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation.

Religious Accommodation Policy: Include guidelines for reasonable accommodations (e.g., flexible scheduling for religious observances, dress code adjustments, diet, etc.).

2. Foster a Culture of Respect

Training & Awareness: Provide regular training on religious diversity and gender inclusion. Emphasize that respect for differences is a core value.

Employee Resource Groups (ERGs): Support ERGs for faith-based groups and women’s groups to promote dialogue and mutual understanding.

3. Implement a Structured Accommodation Process

Interactive Dialogue: When an employee requests accommodation (religious or gender-related), engage in a collaborative process to find reasonable solutions.

Consistency: Apply accommodations fairly and consistently to avoid perceptions of favoritism or bias.

4. Avoid Coercion or Hostility

Proselytizing or Harassment: Make clear that employees can share beliefs respectfully but cannot pressure others or create a hostile environment.

Safe Reporting Channels: Provide confidential ways to report concerns without fear of retaliation.

5. Align with Legal Standards

Title VII (U.S.): Requires reasonable accommodation for religious practices unless it causes undue hardship.

Article 21 (Europe): Article 21 of the EU Charter of Fundamental Rights prohibits any form of discrimination.

Gender Non-Discrimination Laws: Comply with local and national laws protecting gender and expression.

6. Promote Dialogue and Education

Interfaith & Inclusion Events: Host voluntary sessions that celebrate and educate employees on different perspectives.

Conflict Resolution Mechanisms: Train managers to mediate when religious and gender rights intersect.

7. Leadership Commitment

Top-Down Support: Leaders should model respect for both religious freedom and gender equality.

Communicate Values: Reinforce that inclusion is not about choosing one right over another, but honoring both.

Added resource: Track and benchmark progress using our Faith-Friendly Workplace REDI Index.

Nominations for the 2026 Awards will be in London.

History: The Global Business & Interfaith Peace Awards have been given since 2016. They were originally awarded in tandem with the Paralympic Games as part of former UN Secretary General Ban Ki-moon’s UN Global Compact Business for Peace initiative in Rio de Janeiro (2016), Seoul (2018) and Tokyo (2021).

They were then given in Washington DC and in New Delhi in 2023 in tandem with the G20 Meetings hosted by India, supported by our founding patron King Husein and global partner American Airlines.

India hosted the awards in 2023 and 2024 as part of Dare to Overcome-Global. In 2025, the Awards were back again in Washington DC. The 2026 Awards will be in London.

By Brian Grim

On November 26, I’ll be part of a virtual session for the European Commission on Freedom of Religion or Belief (FoRB) and non-discrimination in the workplace. The session is organized by the OSCE Office for Democratic Institutions and Human Rights (ODIHR).

Exploring Freedom of Religion or Belief (FoRB) and Non-Discrimination in Today’s Workplace

As workplaces become increasingly diverse, the intersection of Freedom of Religion or Belief (FoRB) and non-discrimination is one of the most pressing issues for employers and employees alike. At our upcoming session, we’ll dive into these complex questions, exploring both challenges and opportunities.

I’ll begin by tackling a question that often arises: Does promoting FoRB in the workplace risk creating obstacles for women’s rights? Some argue that religious accommodations could unintentionally reinforce gender-based job segregation. I’ll share insights on how organizations can safeguard women’s rights while respecting religious freedom, ensuring that accommodations do not perpetuate inequality.

Another key area I’ll address is proselytism in the workplace. Should employees be empowered to talk about their faith at work? While open expression can foster inclusion, it can also make colleagues uncomfortable if boundaries aren’t clear. I’ll outline practical strategies for organizations to encourage respectful dialogue without crossing into coercion.

Finally, I’ll explore one of the most sensitive questions: When should religious accommodations override an employer’s other commitments to creating a workplace where all feel welcome? I’ll propose criteria organizations can use to evaluate religious objections—such as those related to participation in Pride events or pronoun usage—while balancing strategic goals and anti-discrimination policies. Should consistency be the guiding principle, or should flexibility prevail? I’ll share why a nuanced, case-by-case approach often works best.

The conference will also feature discussions on several critical issues:

FoRB and Women’s Rights: How can workplaces create space for religious expression without undermining gender equality?

Managing Complaints: If an employee feels pressured to convert or participate in religious activities, what steps should managers take before it escalates into a formal complaint?

Global Conflicts and Workplace Cohesion: With emotionally charged events—such as the conflict in the Middle East—impacting employees, how can employers protect Muslim and Jewish staff from rising hate incidents while maintaining workplace harmony?

Limits of Expression: When does legitimate expression of political or religious views cross the line into hate speech or incitement?

FoRB and LGBTIQ Rights: How can employers design anti-discrimination policies that protect vulnerable groups without unduly limiting sincere religious or non-religious expression?

Opportunities Beyond Challenges: What unique strengths and insights do religious employees bring to the workplace, and how can organizations leverage these to build a better, more inclusive environment?

This conference promises to be a thought-provoking dialogue on how businesses can uphold freedom of belief while fostering respect for all employees. Stay tuned for key takeaways and actionable strategies that will help organizations navigate these complex issues.

By Brian Grim, Ph.D.

In an era of rapid technological advancement, the ethical and moral implications of innovation have become increasingly significant. At the “Technology for Goodness” Forum in Hong Kong, I will explore this theme through the lens of faith-based traditions, focusing on how religious worldviews shape the development, application, and governance of technology. Drawing on both Dharma traditions (Hinduism, Buddhism, Jainism, Sikhism) and Abrahamic faiths (Judaism, Christianity, Islam), my presentation compares and contrasts their perspectives on technology’s role in human flourishing, ethical boundaries, and spiritual responsibility.

Dharma traditions emphasize harmony, karma, and the interconnectedness of life, often advocating for technologies that promote balance and reduce suffering. Abrahamic traditions, rooted in stewardship, justice, and divine purpose, stress the importance of using technology to serve humanity while remaining accountable to God.

I will identify key ethical concerns. These include surveillance, AI autonomy, environmental degradation, and digital inequality. It discusses how faith-based principles can guide responsible innovation. Ultimately, I argue that religious ethics offer a vital framework for ensuring that technology serves the common good, respects human dignity, and fosters a more compassionate and just society.

In today’s world, we are faced with a host of interconnected and complex challenges: extreme disasters driven by climate change, persistent inequality in the distribution of resources, worsening humanitarian crises, and ethical dilemmas arising from the rapid advancement of artificial intelligence and digital technologies. These “wicked problems” can no longer be addressed effectively by any single sector or organization alone. Instead, they demand integrated, cross-disciplinary thinking and collaborative solutions.

As an international humanitarian organization grounded in the core value of altruism, the Tzu Chi Foundation draws its founding principles from the compassion of Buddhist teachings and puts altruism into practice throughout society. Master Cheng Yen, the founder, has called on professionals from all walks of life to join in advancing humanitarian care and social ethics.

“Technology for Goodness” emphasizes the integration of care, empathy, and ethical considerations into the application of technology. Whether in disaster response, healthcare, equitable education, or environmental sustainability, using technology ethically and for goodness of society is a vital pathway for fostering cross-sector collaboration and addressing the pressing challenges facing humanity.

The 10th Tzu Chi Forum, themed “Technology for Goodness,” explores how we can harmonize humanistic values with modern technology and promote interdisciplinary collaboration. The forum seeks pathways to balance technological advancement with human-centered care, and to develop innovative solutions rooted in altruism and common goodness. By advancing ethical technology, social welfare, and sustainable development, the forum aims to address the world’s most complex challenges.

For those in Hong Kong, register here.

By Brian Grim

In the coming months, I’ll be participating in some milestone events as well as laying the groundwork for new global initiatives and partnerships. You can see the details below. I look forward to seeing some of you along the way!

This week before U.S. Thanksgiving holidays, I’ll be part of a virtual session for the European Commission on Freedom of Religion or Belief-FoRB and non-discrimination in the workplace. The session is organized by the OSCE Office for Democratic Institutions and Human Rights. I’ll also participate in the Faithforce Light Talks series during champion month for the global Faithforce community at Salesforce.

During the first week of December, I’ll be in Taiwan and Hong Kong to speak on “Faith-based Perspectives on Technology.” I’ll be hosted by the world’s largest Buddhist charity, Tzu Chi. Drawing on both Dharma traditions (Hinduism, Buddhism, Jainism, Sikhism) and Abrahamic faiths (Judaism, Christianity, Islam), my presentation compares and contrasts their perspectives on technology’s role in human flourishing, ethical boundaries, and spiritual responsibility.

On December 9th, I’ll be at American Airlines headquarters in Dallas to give the keynote at the 30th anniversary celebration for their Christian Employee Business Resource Group. It’s been an honor to work with Chief Flight Dispatcher, Fr. Greg McBrayer, who is the global lead for the CEBRG, as well as working with all of their faith-based EBRGs. I’m especially grateful to have American Airlines as the official airline for our U.S. and international Dare to Overcome conferences, including in India.

I’ll be back in India early next year to help promote our Business Skills & Human Rights high school curriculum as a project that India-based companies can support as part of their CSR initiatives. In mid-December, Robert Rex who volunteers with our foundation, will be laying additional groundwork for this when he visits our partner in the project, the MIT World Peace University in Pune.

And I’m extremely excited to announce that our next Global Business & Interfaith Peace Awards will be October 13, 2026, in the City of London. If you know any business CEOs who are championing interfaith understanding, religious freedom and peace in their company, philanthropy or advocacy, please consider nominating them.

The Global Business & Interfaith Peace Awards are now named in honor of our patron, philanthropist and business leader King Husein, who will be on hand to congratulate the new honorees.