The REDI Index is the premier benchmarking measure of an organization’s commitment to including religion & belief as part of its overall diversity initiatives.

In this session, RFBF president Brian Grim will give an overview of the 2025 REDI Index survey, with examples of best practices, followed by Q&A.

• — Tuesday, October 29
• — 12-12:45pm ET / 9-9:45am PT
• — Registration required (free)

The 2025 survey will have the same 11 questions as in the 2024 survey, each worth 10 points, for a total of 110 points. Scoring for each point will be based on (a) answering in the affirmative with some evidence (5 points), and (b) demonstrating that the efforts are substantial (up to 5 additional points). The “b” part of each question offers the same “tick” lists as in 2024, which were based on company open-ended responses from the 2022 REDI Index survey.

As in previous years, there will be a BONUS question. This year, we encourage participating companies to share the ways that their efforts in creating a religiously inclusive culture and workplace have had an impact in the company and stakeholders, including any metrics tracking impact.

Join the Faith and Work initiative on Friday, September 13th, for Managing Leadership Anxiety: Yours and Theirs with Steve Cuss! The following will be discussed.

• – Walking into any room and noticing anxiety in 4 spaces.
• – The Nature of Chronic Anxiety vs Acute Anxiety and how to notice chronic anxiety.
• – How our ‘false needs’ keep us bound.
• – The big 5 core false needs of every human.
• – How we can relax into God’s presence and develop a life giving list.

Steve Cuss is the author of Managing Leadership Anxiety: Yours and Theirs and The Expectation Gap and also a columnist and host of Christianity Today’s Being Human podcast. Steve founded Capable Life to help people lower anxiety, break stuck patterns and increase wellbeing in the work place, home place and in your faith.

Steve was first exposed to Family Systems Theory when he was a chaplain and he later studied it in graduate school. Steve holds sixteen hundred hours of supervised ministry in Clinical Pastoral Education and is a Spiritual Care Professional in the ACPE. He holds a Master of Divinity from Emmanuel Christian Seminary with a thesis focusing on the dignity laws of Leviticus and Exodus and how a suburban church can move beyond charity to address systemic poverty.

Steve has served in a variety of pastoral roles for 26 years, the majority of those years as a lead pastor. He married Lisa and they have two sons and a daughter, in whom they take great delight. When Steve is not working, you can find him laughing with his family, knee-deep in a trout stream, or trying a guitar he cannot afford at a local music store.

What role does faith play in corporate success? Embracing religion in DEI initiatives fosters belonging and progress.

Brian Grim is the founder of the Religious Freedom and Business Foundation, an organization that works to help companies see the value in including religion in their diversity, equity, and inclusion initiatives. He took some time to sit with Public Square Magazine and talk about the foundation.

Public Square Magazine: I would really love to hear a bit about your backstory and how you came to form this organization as well as its mission and purpose.

Brian Grim: I was working at the PEW research center and developed measures for religious freedom for countries around the world. PEW has carried that on for the last few years since I started it in 2006 or something like that. Once I measured religious freedom or restrictions on religious freedom coming from either governments or social constructs, then I could see how it relates to other things like sustainable development, global competitiveness, and GDP growth. What I found was that where you have more religious freedom, you have more of the good things. You have more of other kinds of freedoms, fewer conflicts, more peace, more economic progress, sustainable development, and so forth. As a person of faith, I looked at that and thought, “This is a good argument for religious freedom.” Not just for people of faith, but people without a religion or faith. Religious freedom covers everyone’s right to believe, change their belief, or have no belief at all. I thought that someone should be working on this and I felt like it was a call from God for me to leave PEW and start the foundation to start making that case. We look for ways for businesses to be an ally in a culture where everyone is respected, everyone belongs, and their beliefs and faiths are included just like other identities.

PSM: It seems like you are noticing that there is a lot of talk about diversity, equity, and inclusion, specifically within business. What I’m hearing you say is, “Yes, diversity, equity, and inclusion,” and religion is included in that, and if so, how can we create an environment for all of these things to coexist, which promotes better business? Do I have that right?

… read full interview here.

You are invited to take part in a research study on religious ERGs. This study is being conducted by Helen Chung and Annie Kato at Seattle Pacific University. The purpose of the study is to better understand the impact of religious ERGs on organizations and employees’ perceptions and experiences. The potential contribution of the study is a clearer understanding of how and why companies might leverage religious ERGs for the benefit of all employees.

The study has two parts: 1) an online survey that takes 10-15 minutes and 2) an optional interview over Zoom that takes about 30 minutes. Please refer to the flyer, which has more information and the survey link. Feel free to share the flyer with other people in your networks as well. The study will close on September 30, 2025.

Thank you very much for your help and participation.

On the topic of “mission-inspired scholarship, newly installed BYU President Shane Reese refers to the work of RFBF President Dr. Brian Grim and RFBF Senior Business Fellow Dr. Paul Lambert in a recent Q&A with reported Aaron Sorenson. Read the story.

Challenges and Opportunities in the Workplace

Many companies are taking into more account the religious beliefs and affiliations of employees, with lessons for productivity and relationships. Important shifts in accommodations and associated legal issues are a continuing issue. This session will highlight lessons learned and paths ahead.

Join this G20 Interfaith Forum (IF20) session remotely. IF20 offers an annual platform where a network of religiously linked institutions and initiatives engage on global agendas (primarily and including the Sustainable Development Goals or SDGs). Brazil is hosting the G20 in 2024. IF20 is being held in Brasília, Brazil, August 19–23, 2024

• – August 22, Thursday
• – Virtual: 10:30-noon ET
• – Registration required (free)

Speakers

French national Diaba Konaté — considered a breakout star in this year’s NCAA Women’s March Madness tournament — can’t play Olympic basketball for the French national team during the Paris Olympics. Why? Because she wears a hijab. This was a brewing issue long before the Opening Ceremony’s widely panned performance that many took as a parody of the Last Supper of Christ, which the organizers denied.

While other countries’ athletes can wear a hijab during competition, French women cannot due to a strict interpretation of a secular, religion-neutral, public society. This French policy, called Laïcité, is understood as a formal separation of the religion and state that includes the removal of religious values and symbols from the public sphere. The secular values of liberty, equality, and fraternity are publicly lifted up, while religion is meant to be the private and personal sphere.

The removal of religion is considered by some to create a neutral and religiously free environment, but for people of faith it is seen as privileging the non-religious sphere above the religious. For more on this debate, see a late comprise French Olympic officials came to by allowing a cap to substitute for a hijab.

• – When: August 20, Tuesday
• – Time: 12-12:45pm ET (9-9:45am PT)
• – Zoom link

In our recent survey of Faith/Belief ERG members, the most popular topic was “faith-specific resources.” Please join our Aug. 20th virtual meeting where we will introduce Faith-Specific & Interfaith/Belief resources and networks.

After a general introduction by faith-specific and interfaith ERG resource discussion leaders, we will have breakouts by faith group, including one for interfaith/belief. The interfaith group will also be for those if only one person from a particular faith is present.

• Aug. 22, 2024
• Virtual: 2:00-3:30pm (Brasilia Time); 11am-1:30pm (Mexico City tTime)

In tandem with the G20 Interfaith Forum in Brasilia, Brazil, we will launch the Latin America Area Faith@Work Network. This is part of a growing trend where top companies are including faith and belief as part of their diversity initiative, as shown in our 2024 report.

Representatives of businesses throughout Latin America are invited to join virtually or in person for the launch of this network on August 22. Presentations by member of interfaith Employee resource Groups (ERGs) from Salesforce, DELL Technologies, and SAP.

Zoom Link here

Including Religion as a Core Part of DEI is the Trend

Brian Grim

A performance during the Opening Ceremony for the 2024 Paris Olympics triggered a backlash — including from France’s bishops — as many saw a sketch meant to promote diversity, equity and inclusion (DEI) as being offensive and biased. Many took the sketch to be a parody of the Last Supper of Christ, which organizers denied being the intent.

Regardless of intent, it is important to have an awareness of how imagery can be misinterpreted. For example, while not all crescent moons are symbols of Islam, one must be aware of using them in ways that could unintentionally offend Muslims. Likewise, while not all meal depictions are of the Last Supper, being aware of possible misinterpretations is always best practice.

Paris 2024 spokesperson Anne Descamps apologized on Sunday for those offended by the scene. “Clearly there was never an intention to show disrespect to any religious group. On the contrary, I think (with) Thomas Jolly [the ceremony’s artistic director], we really did try to celebrate community tolerance,” Descamps said. “… If people have taken any offense, we are, of course, really, really sorry.”

Jolly said that religious subversion had never been his intention. “We wanted to talk about diversity. Diversity means being together. We wanted to include everyone, as simple as that.”

However, rather than being avant-garde and inclusive, the Olympic organizers are actually behind the curve when it comes to DEI — what they purportedly were trying to promote. The latest data show a significant surge in Fortune 500 companies including religion as part of their DEI initiatives, which helps them avoid such offensive and COSTLY mistakes (one Olympic sponsor has already withdrawn in reaction to the sketch).

Indeed, the world’s biggest companies are embracing religiously inclusive workplaces at a faster pace than ever before, according to the 2024 Corporate Religious Equity, Diversity & Inclusion (REDI) Index and Monitor, released by the Religious Freedom & Business Foundation (RFBF) in May.

The REDI report finds that 429 (85.8%) Fortune 500 companies now mention or illustrate religion as part of their broader commitment to diversity, more than double the number in 2022 (202 companies, or 40.4%). According to the REDI Index, Accenture and American Airlines are the most faith-friendly Global Fortune 500 companies.

Perhaps the Olympic organizers have some things to learn from companies that are getting DEI right.