This new report from Radius Networks couldn’t have come at a better time. At this time of massive cultural and geo-political changes and strains on workplace cultures, ERGs, including faith ERGs (as shown in the report), are helping not only individuals but also organisations move forward successfully.

Check out the insightful ERG case studies created in collaboration with the world’s most inclusive employers and industry partners. Faith ERGs are featured throughout, with a special section from the Religious Freedom & Business Foundation on pp 133-135.

These stories showcase what’s possible when organisations come together to advance inclusion, belonging, and real-world impact.

For more than 20 years, Encounter World Religions, a registered Canadian charity, has been honoured to help people, organizations and communities explore what it means to become religiously literate and enhance their understanding of one another.

They invite you to share this resource in your workplace, school, place of worship or community centre. Recognizing the religious holidays of others can be a powerful way to connect.

— For those in the minority, a holiday greeting from a colleague, neighbour, or classmate can help people feel seen and acknowledged.

— A heartfelt acknowledgement of religious observances can also open a conversation, create a safe space for others to share more about their lives, and help build a sense of belonging and community for all. Even just sharing resources like this one can communicate that everyone is welcomed.

— Lastly, and perhaps most importantly, knowing more about one another can provide an opportunity to authentically share in the joy of different communities’ many celebrations.

Please note that some celebration dates vary according to region or lunar calendars. We have been as accurate as possible and have prioritized using North American sources. Encounter World Religion

Advanced Spiritual Care for the AI Age
Date: March 25, 2026
Time: 3:00 pm ET
Location: Zoom
Register here
Webinar sponsored by the Religious Freedom & Business Foundation

This webinar will equip chaplains with essential AI literacy as they navigate the unique spiritual landscape of 2026 and beyond. Rather than focusing on technology for technology’s sake, this event explores how AI is reshaping the patient experience and how chaplains can use these tools to protect their most valuable asset: their presence.

The webinar centers on three core objectives:

1. 1. Meeting the “Digital-First” Patient: Understanding why many now find “Digital Presence” less intimidating than human presence, and how chaplains can act as “Digital Translators” to bridge the gap to the sacred.
2. 2. The Human Audit (Skeleton vs. Marrow): A practical look at using AI to draft the “skeleton” of prayers and reflections, followed by the “Human Audit” where we add the “marrow”—the specific theological and human nuances the machine cannot reach.
3. 3. Reclaiming Presence: A strategic guide on using AI to save up to several hours a week on administrative and preparatory “noise,” allowing chaplains to reinvest that time into “Deep Down” human connection. The goal is to move beyond the fear of AI and empower chaplains to lead in a world that increasingly “speaks in code.”

Learning Outcomes

We have indexed this webinar to the following learning outcomes, which should not be construed as endorsement of this event by either ACPE or BCCI:

• – ACPE C.2.IB: Articulate how one uses health relational boundaries in spiritual care contexts.
• – ACPE D.1.IIA: Demonstrate flexible communication styles and skills, including trauma informed approaches, that develop spiritual care relationships using one’s authority.
• – ACPE D.2.IA: Demonstrate an understanding an initiate the use of spiritual resources that address spiritual wellbeing.
• – BCCI ITP3: Incorporate the spiritual and emotional dimensions of human development into one’s practice of care.
• – BCCI PIC1: Identify one’s professional strengths and limitations in the provision of spiritual care.
• – BCCI PIC4: Respects the physical, emotional, cultural, and spiritual boundaries of others.

Speaker

Ali Candir is Manager of Mission Integration & Spiritual Care at St. Luke’s Health in Houston, Texas. As a staff chaplain at CHI St. Luke’s Health, Candir provides spiritual care and support to patients, families, and staff of diverse backgrounds and faiths. He is board certified by the Association of Professional Chaplains. He is also skilled in university teaching, event planning, and fundraising. Candir is pursuing a career in AI in Healthcare, with years of experience in the healthcare field and data analysis.

5 UK Lessons in Leading Through Tension

By Brian Grim

Lessons from the UK for Faith Communities in the United States
I recently returned from the United Kingdom, where two of our partners, Cambridge University’s Woolf Institute and the Good Faith Partnership, are convening urgent national conversations and producing thoughtful research on a challenge that is no longer confined to any one country: how global tensions reshape local communities.

The Woolf Institute has launched a Commission on Interfaith Relations: UK Faith Groups and Global Conflict, while the Good Faith Partnership, in collaboration with Hope Not Hate, has released a major report titled Questions of Hope and Hate: Faith and Faultlines in a Changing Britain.

As conflicts reverberate across borders, their effects are not limited to distant battlefields. They enter neighborhoods, schools, workplaces, congregations, and civic life. In the UK, the aftermath of October 7, 2023, along with subsequent global crises, including an escalating war in Iran and the Gulf, has revealed how quickly international events can strain interfaith relationships at home. Rising hate crimes against Jewish and Muslim communities, growing mistrust within and between faith groups, and the politicization of religious identity have prompted British leaders to confront a pressing question: how can plural societies sustain cohesion under pressure?

The work underway in the UK offers insights that are not only relevant there, but deeply instructive for the United States. When combined with the Religious Freedom & Business Foundation’s embrace of Covenantal Pluralism, a framework that moves beyond mere tolerance toward active and principled engagement across deep differences, these efforts provide practical tools for navigating how global tensions impact local communities, including in the workplace where people of different faiths and beliefs must continue to work together.

Below, I’ll review these new resources and explain five key lessons learned that apply not only to the U.K., but any other country, including the U.S.

I. Global Conflict Is Now Local Reality
One of the Woolf Institute Commission’s core insights is that international conflicts (e.g., Israel-Palestine, Kashmir, Sudan, Ukraine, and others) are not “external” to the UK. They are experienced locally through diaspora communities, media ecosystems, and emotionally interconnected digital networks. The Commission explicitly asks:

How do global conflicts become translatable onto UK streets?
Why do some conflicts mobilize broad cross-community identification while others remain contained?
What mechanisms transmit global politics into local religious tension?

The Good Faith Partnership report reinforces this diagnosis. Religion in Britain is becoming more visible and more politicized, shaped by democratic fatigue, global crises, and internal transformations within faith communities. Faith, the report concludes, can be either a source of division or a force for cohesion.

For the United States, this is not hypothetical. The same dynamics are present:

American Jewish and Muslim communities have experienced spikes in hate incidents tied to global events.
Hindu and Sikh communities feel reverberations from South Asian political developments.
Debates over religion and nationalism intersect with broader global populist movements.
Social media amplifies emotional proximity to conflict, creating what one Woolf Commission speaker described as a “portal effect”: feeling both near and powerless.

Lesson #1: Faith communities must assume that global tensions will manifest locally. The question is not whether they will, but how prepared institutions are to respond.

II. Interfaith Is Not Peripheral — It Is Frontline Civic Infrastructure
At the Woolf Commission’s Parliamentary launch, Rabbi Charley Baginsky stated that interfaith relations are no longer a specialist concern; they are “frontline issues for social cohesion, public trust and national resilience.” This framing is crucial.

The Good Faith report warns against caricaturing interfaith engagement as ceremonial or superficial. In reality, it argues, interfaith engagement is becoming an essential civic practice where contentious issues and profound ideological divides must be negotiated.

However, the report also identifies a critical weakness: While there is goodwill and strong intention, the necessary structures and infrastructure are often insufficient. Interfaith engagement often functions as crisis response or optics rather than as sustained, institutionalized practice. Relationships are stressed. Leaders fear backlash from their own communities. Some hesitate even to be photographed with leaders of other faiths.

This reveals a structural truth: relationships without institutional support are fragile under pressure.

Lesson #2: Interfaith work must move from symbolism to infrastructure. It requires:

Training
Funding
Professional skill
Sustained national and local frameworks
Religious literacy embedded in civic life

For the U.S., this applies not only to religious institutions but also to corporations, universities, hospitals, and government agencies. If faith diversity is present in the workforce, then faith literacy and relational competence are professional skills, not optional extras.

III. The Intrafaith Dimension: Fractures Within Communities
A particularly important contribution of the Woolf Commission is its refusal to treat communities as monolithic. Instead of speaking of “the Jewish community” or “the Muslim community,” the Commission examines fractures within traditions:

– How are Jewish communities navigating diverse viewpoints related to Gaza?
– How are Muslim communities navigating a range of perspectives in response to global events?
– How are Hindu and Sikh communities navigating diverse perspectives on political developments linked to South Asia?

This is a vital corrective. Global conflicts do not merely strain interfaith relations; they also strain intrafaith relations. The Good Faith report echoes this, noting that some leaders have been criticized within their own communities for engaging across religious lines. Fear of internal backlash can inhibit public solidarity.

Lesson #3: Effective pluralism must address internal complexity. Leaders need safe spaces to navigate disagreement within their own communities before they can model healthy engagement across communities.

In the U.S., this means acknowledging that:

– American Jews may disagree profoundly about Israel.
– American Muslims may differ in political and theological responses.
– Christians may be internally divided across theological and political lines..

Healthy pluralism cannot depend on artificial consensus. It must cultivate the capacity to hold disagreement without rupture.

IV. Religious Literacy as a Civic Skill
Both the Woolf Commission and the Good Faith report emphasize religious literacy, not as advocacy but as informed understanding. The Commission highlights that policymakers increasingly depend on religious literacy across sectors: education, housing, healthcare, security, integration. Poorly informed engagement can either reinforce polarization or unintentionally privilege one expression of faith.

The Good Faith report calls for improved religious literacy and renewed national narratives of belonging. Without these, faith becomes politicized in ways that deepen division. For American workplaces, this insight is especially relevant. Religious illiteracy in professional settings can lead to:

– Stereotyping
– Avoidance of difficult conversations
– HR over-correction or under-reaction
– Silencing of religious identity out of fear

Lesson #4: Religious literacy should be understood as a workplace competency. Employees and leaders should understand:

The difference between theological disagreement and discrimination.
The role of diaspora identity.
The emotional impact of global events.
The importance of protecting conscience without endorsing all beliefs as equally true.
The importance of supporting and sustaining faith-based employee resource groups (ERGs).
The importance of resources that promote spiritual health, such as multi-faith workplace chaplains.

V. From Tolerance to Covenantal Pluralism
The Religious Freedom & Business Foundation has embraced Covenantal Pluralism precisely because it provides a principled yet practical framework for workplaces navigating deep differences without demanding ideological conformity.

Here, Covenantal Pluralism offers a particularly powerful framework for American application. Covenantal pluralism moves beyond passive tolerance toward active engagement and mutual protection. It is:

Robust: It expects disagreement.
Relational: It prioritizes sustained relationships over symbolic gestures.
Non-relativistic: It does not require people to consider all beliefs equally true.
Protective: It mandates safeguarding the liberty of conscience for all.

This framework directly addresses the tensions identified in the UK context:

1. Beyond Tolerance: Tolerance alone collapses under pressure. When global conflict intensifies emotions, mere non-interference is insufficient. Covenantal pluralism requires proactive relationship-building.

In the UK, leaders emphasized “staying in the room” when conversations become uncomfortable. In U.S. workplaces, this translates to structured dialogue spaces, not silence or avoidance.

2. Equal Treatment: The Good Faith report warns against politicized religion and inconsistent engagement. Covenantal pluralism demands that no religion — or secularism — receive preferential treatment. In practice, this means:

– Clear policies protecting all faith groups equally.
– Consistent responses to antisemitism, Islamophobia, anti-Christian bias, anti-Sikh hate, etc.
– Avoiding selective outrage.

3. Shared Responsibility: Both UK initiatives stress shared civic responsibility. Interfaith engagement is not the work of minorities alone. Covenantal pluralism insists that everyone has a stake in protecting others’ freedoms.

For U.S. corporate environments, this suggests:

– Executive sponsorship of religious inclusion.
– Cross-faith employee resource groups collaborating.
– Senior leaders modeling principled engagement.

4. Virtue-Based Practice: The UK discussions repeatedly referenced trauma, fear, mistrust, and fatigue. Covenantal pluralism identifies virtues necessary to navigate this: Humility, Empathy, Patience, and Courage.

These virtues are not sentimental; they are strategic. Without them, dialogue collapses.

VI. Media, Misinformation, and Emotional Amplification
The Woolf Commission dedicates a full session to media and mis/disinformation. Digital platforms accelerate emotional contagion. Faith leaders report congregants experiencing anxiety, guilt, and despair through constant exposure to global suffering.

This dynamic exists even more intensely in the U.S.

Lesson #5: Faith communities and workplaces must actively counter misinformation and emotional escalation by:

Providing contextual education.
Encouraging media literacy.
Offering pastoral or employee wellbeing support.
Discouraging dehumanizing rhetoric.

Covenantal pluralism reinforces this by grounding engagement in relationship rather than algorithmic outrage.

VII. Practical Applications for U.S. Faith Communities
Drawing from the UK experience, American faith communities might:

– Conduct local assessments of how global conflicts are affecting congregational life.
– Build intrafaith dialogue spaces to address internal fractures.
– Invest in professional interfaith leadership training.
– Develop crisis-response protocols that prioritize relationship preservation.
– Advocate for religious literacy in civic and educational institutions.

VIII. Applications for Workplace Faith Communities
Workplaces are increasingly pluralistic microcosms of society. When global tensions rise, they surface in subtle and overt ways:

– Employee distress
– Political conflict spilling into professional spaces
– Tension within interfaith employee groups

Based on UK lessons and Covenantal Pluralism, workplaces can:

– Treat faith inclusion as part of diversity strategy.
– Provide structured dialogue during high-tension periods.
– Support chaplaincy or faith-based wellbeing resources.
– Train managers in religious literacy.
– Establish clear standards protecting conscience and prohibiting harassment.

Critically, they should cultivate environments where employees can remain in relationship despite deep disagreement, precisely the “culture of engagement” envisioned by Covenantal Pluralism.

Conclusion: From Fragility to Resilience
The UK experience demonstrates that plural societies cannot rely on goodwill alone. Good intentions fracture without infrastructure. Silence does not preserve unity. Monolithic assumptions distort reality. And global conflicts will continue to shape local relationships.

Yet these same reports also point toward hope:

– Faith communities are moral ecosystems.
– Interfaith engagement strengthens democracy.
– Religious identity can be a source of resilience rather than division.

Covenantal pluralism offers a constructive path forward for the United States. It neither denies difference nor demands uniformity. It asks citizens and institutions to make an intentional pledge: to protect one another’s liberty of conscience, to engage across disagreement, and to sustain relationships even under strain.

In an era of global tension, pluralism must become practiced, not presumed. The UK’s experience reminds us: cohesion is not automatic. It is cultivated.The real test of pluralism is not how societies function in calm moments, but how they respond when global fault lines run through local relationships. That test is now upon us.

John Deere Combine Harvester Harvesting Wheat in Field, Stephan Botezatu, Zaporizhzhya, Ukraine, July 28, 2015 | Canva

Brian Grim
President, Religious Freedom & Business Foundation

• — Read and share on LinkedIn

There are moments when the workplace becomes a mirror of the wider culture — its tensions, its debates, its uncertainties. We seem to be living in one of those moments now.

Companies across the country and world are reexamining what it means to foster a healthy workplace culture. Leaders are weighing how best to support employees, how to respond to shifting expectations, and how to keep their organizations grounded amid competing pressures.

In the middle of all this, it is easy to miss something important: the most fundamental human need in the workplace has not changed.

People want to be seen. They want to be respected. They want to belong.

And one of the most overlooked aspects of belonging in modern corporate life is faith and belief. This includes employees of all faiths, as well as those with no religious affiliation.

Religion is not a niche concern. For billions of people around the world — and for millions of employees in the United States — faith is central to identity and purpose. It shapes values, commitments, and community. Yet many workplaces have never quite known what to do with faith. Too often, it is treated as something best kept invisible, precisely because leaders fear it will introduce complexity or conflict.

But invisibility is not neutrality. When employees feel they must hide a core part of who they are in order to be accepted, something essential is lost. Trust frays. Engagement weakens. Culture becomes thinner.

This is why religious inclusion is not a peripheral workplace issue. It is a profound opportunity for leadership.

A recent Law.com article by journalist Chris O’Malley brings this into sharp focus. He reports on a shareholder proposal now facing John Deere, one of America’s most recognizable companies. The proposal calls on the company to allow faith-based employee resource groups, arguing that employees of all beliefs deserve the same ability to find community and support in the workplace.

What makes this situation especially striking is that it emerges from an unexpected place. O’Malley notes that some of the loudest critics of corporate DEI initiatives are now pressing for religious inclusion — not as ideology, but as practical good sense.

And here is the deeper irony: the broader political backlash surrounding DEI has had unintended consequences, sweeping faith-based inclusion and religious employee communities into the category of “collateral damage,” even though they address a distinct and foundational dimension of human identity.

This is not an isolated case. It reflects a broader reassessment of what belonging truly means in the workplace.

That should give leaders pause.

Because faith inclusion is not about partisan arguments. It is not about endorsing religion, or privileging one belief over another. It is about something far simpler, and far more durable: the dignity of the person.

A faith-and-belief-friendly workplace is one where employees know they can request reasonable accommodation without fear. It is one where no one is marginalized because of what they believe, or do not believe. It is one where managers have clarity, policies are fair, and belonging is not reserved for some but extended to all.

In short, it is a workplace that takes people’s foundational identities seriously.

Sometimes it’s as simple as accommodating a holy day, allowing space for voluntary employee faith communities and prayer, or equipping managers to handle faith and belief respectfully.

At the Religious Freedom & Business Foundation, this is the heart of our mission. We work with companies to build cultures where people of every faith and belief can thrive, and where religious inclusion is recognized not as a risk, but as a strength.

The question for leaders is not whether faith belongs at work — but whether they will approach it intentionally, consistently, and fairly.

That is why we created the Faith-Friendly Workplace REDI Index (details).

Benchmarking may sound technical, but its purpose is profoundly human. It gives organizations a way to move beyond slogans or assumptions and instead measure how effectively they are creating an environment of fairness and respect around faith and belief.

The truth is simple: what gets measured gets improved. And what gets improved strengthens not only profits and workplaces, but the communities and societies they touch.

Our 2026 Faith-Friendly Workplace REDI Index survey is now open, and I encourage business leaders, HR teams, and culture champions to participate. This is a constructive step forward, one that signals to employees that they are not expected to leave an essential part of themselves — for many what they consider the best part of themselves — at the door when they come to work.

In a time when so many workplace conversations feel fraught, respectful faith and belief inclusion with clear policies and guidelines offers a steadier path, one grounded not in politics, but in dignity, freedom, and the practical wisdom of building cultures where people truly belong.

Religious inclusion should not be an afterthought. And it certainly should not become collateral damage.

It is, quite simply, good for business, good for workers, and good for society.

I invite companies of every size and sector to benchmark where they stand and join a growing community of employers leading on faith-and-belief inclusion.

🇺🇸🇪🇺 Fireside Chat | Celebrating the 250th Anniversary of American Founding: How Religious Freedom Helps Business

By USA-EU Transatlantic Business Summit

A thoughtful discussion with Brian J. Grim, President of the Religious Freedom & Business Foundation, moderated by Dominika Cosic of Euronews.

As the United States approaches its 250th anniversary, the conversation explored an often-overlooked pillar of prosperity: religious freedom as a driver of economic strength.

🔎 Key Insights

🕊 A Level Playing Field
Religious freedom is not about promoting one faith, it ensures that all beliefs have equal space. Societies that protect this principle tend to experience less conflict and greater stability.

🏢 A Business Advantage
Faith-friendly workplaces thrive. When employees feel they must hide core aspects of their identity, companies lose engagement and talent. Inclusive cultures strengthen retention, integrity, and innovation.

📈 Ethics & Innovation
Many religious traditions emphasise integrity and accountability, values that translate directly into strong corporate cultures. Some of the most dynamic innovation ecosystems are built by minority communities striving to prove themselves.

⚠ A Modern Challenge
The politicisation of religion, or “religious nationalism”, risks undermining both democratic institutions and business environments.

The broader message: religious freedom is not only a constitutional principle, but it is also an economic asset.

See original post on LinkedIn.

What if business and investing could be rooted in the deepest values of the human spirit?

The Religious Freedom & Business Foundation (RFBF) was thrilled to host a conversation on Enlightened Bottom Line, the groundbreaking new book by investor and entrepreneur Jenna Nicholas, President of LightPost Capital, together with Lawrence Chong, Impact Investment Strategist and Group CEO of Consulus, and Chair of Economy of Communion Asia Pacific.

About Enlightened Bottom Line

In her groundbreaking book, Enlightened Bottom Line, Jenna Nicholas explores the powerful intersection of spirituality, business, and investing—an intersection too often overlooked in a world driven by profit alone. Drawing on moving stories of entrepreneurs, investors, and leaders who are living out this integration, along with cutting-edge research, Nicholas reveals how spiritual wisdom can guide ethical choices in finance and business.

Unlike other books on business or investing, Enlightened Bottom Line is not just about strategies, numbers, or policies. It is about reimagining what wealth, success, and leadership can truly mean when guided by purpose, compassion, and integrity. It offers readers concrete frameworks and real-world examples to align their financial decisions with their deepest beliefs.

This book is for leaders, investors, entrepreneurs, changemakers, and anyone seeking to make their work and money matter—people who feel the tension between striving for success and yearning for meaning. Readers will walk away not only with tools and insights, but also with a renewed sense of hope: that business and investing can serve as vehicles for healing, justice, and spiritual growth. At its heart, this is more than a book about money or management—it is an invitation to transform how we live, work, and lead.

How RFBF’s Faith-Friendly Workplace ‘REDI’ Index Contributes to the Development of a Multi-Faith Economy Mark

The global economic order is undergoing what some leaders have called a profound “rupture”: a breakdown not only of geopolitical stability, but of the moral assumptions that have underpinned markets for decades. In this context, the central question is no longer simply whether capital can generate returns, but whether it can generate resilience, stability and shared flourishing. Against this backdrop, our proposed Multi-Faith Economy Mark (MFEM) is emerging as a timely and ambitious response — positioning faith-friendly investing as a practical pathway for global renewal.

The London Stock Exchange Group (LSEG) has already demonstrated global leadership in values-based finance through the Green Economy Mark (GEM). GEM provides a clear market signal: a company or fund derives a substantial proportion of its revenue from environmentally sustainable activity. Building on that precedent, the Multi-Faith Economy Mark is being developed as a complementary classification concept, extending the logic of market-based signalling from environmental alignment to faith-friendly economic practice.

The MFEM is currently under structured development, with the explicit aim of presenting and refining its taxonomy, governance model and eligibility criteria in London this October during the Shape the World Summit at Dare to Overcome: The Economics of Kindness. The October gathering is intended not merely as an announcement, but as a convening point for financial leaders, faith-based investors and institutional stakeholders to review, strengthen and help finalise the framework. It is therefore both a milestone and an invitation to collaboration.

Faith traditions collectively represent significant long-term economic stewardship. Islamic finance alone operates at multi-trillion-pound scale. Religious institutions globally remain major asset holders and landowners. Yet these capital pools have not been systematically linked to public market classifications through a shared structure. The Multi-Faith Economy Mark seeks to provide that connective architecture.

As currently envisioned, the framework would include defined eligibility thresholds. Companies or funds may be required to demonstrate that a substantial proportion of their revenue or assets align with a Multi-Faith Taxonomy covering socially constructive sectors. Integrity tools under consideration include transparent reporting, periodic review and the possibility of revocation if criteria are no longer met. These elements are being developed to ensure definitional clarity and methodological consistency before broader implementation.

Governance is central to the October agenda. Any future implementation within the London Stock Exchange market ecosystem would require clear role delineation. LSEG would host or facilitate the classification within its market infrastructure, while an independent multi-faith advisory council would oversee criteria integrity and ongoing review. The Religious Freedom & Business Foundation (RFBF) is working with the global design firm Consulus and the FoRB Foundation to stand up this advisory group. The October summit will serve as the formal moment to introduce and consolidate this coalition, bringing together expertise in faith practice, finance, governance and public policy.

At the centre of this developing model lies RFBF’s Faith-Friendly Workplace ‘REDI’ Index. REDI functions as an operational benchmark through which companies can demonstrate measurable faith-friendliness within workplace practice. It evaluates how organisations integrate religion and belief into people policies, leadership capability and corporate culture.

Within a future Multi-Faith Economy Mark taxonomy, REDI would operate not as a standalone ethical badge, but as a measurable proof-point embedded within a broader multi-faith economic classification. REDI provides documented evidence of internal organisational conduct. The MFEM would assess broader economic alignment, including revenue composition, sectoral contribution and structural impact. Together, they create a bridge between workplace practice and capital market visibility.

REDI-aligned companies demonstrate observable practices: acknowledgement of religion and belief in corporate policies, support for faith-based employee groups, appropriate accommodations such as prayer spaces and flexible scheduling, managerial literacy regarding religious expression, and clear processes for preventing discrimination. These practices are measurable and reviewable, making them suitable components within a structured classification model.

Beyond workplace practice, the Multi-Faith Economy Mark is being shaped in dialogue with the principles of the Economy of Communion. The EoC 7 Impact Measures provide a framework for assessing how businesses embed reciprocity, ethical supply chains, participatory governance, innovation for the common good and community-building into their core operations. These measures deepen the taxonomy by linking organisational design with broader socio-economic impact.

The financial implications are material. Institutional faith-based investors, including pensions, foundations and endowments, often require clarity regarding alignment with religious principles. A structured multi-faith classification could reduce ambiguity and support disciplined capital allocation. In a period of heightened governance sensitivity and reputational risk, the development of transparent faith-friendly standards carries practical significance.

October’s summit in London therefore represents more than a thematic conference. It is intended as a working platform to advance the technical architecture of the Multi-Faith Economy Mark, and to move the Mark forward.

Being developed with care and institutional discipline, the Multi-Faith Economy Mark can help catalyse a market environment in which faith-aligned economic conduct becomes visible within capital markets. At a time of systemic uncertainty, the structured integration of faith-friendly standards into market frameworks represents a measured and collaborative step toward aligning long-term capital with long-term human flourishing.

Insights, research, and next steps for moral leadership in 2026

By Brian Grim

In today’s workplace, moral leadership and cultural belonging are more important than ever. Yet recent research shows that fewer than 10% of CEOs are seen as demonstrating strong moral leadership—a crisis of conscience that impacts trust, culture, and long-term success.

That’s why the Religious Freedom & Business Foundation is sharing timely insights, research, and practical steps to help leaders strengthen moral leadership and workplace belonging in 2026:

1. The Crisis of Moral Leadership

We’re facing a shortage of conscience in leadership—and now is the time for values-driven action. Read more: The Crisis of Moral Leadership

2. New Research: The Business Impact of Faith-Friendly Workplaces

Faith-friendly cultures strengthen employee well-being, engagement, ethical decision-making, and performance. Explore the findings: Business Impact of Faith-Friendly Workplaces

3. Join the 2026 Faith-Friendly Workplace ‘REDI’ Survey

Want to benchmark your organization’s progress? Attend our upcoming info session and learn how the REDI Survey can guide your next steps. Info Session Date: February 12, 2026; Details here: REDI Survey Info Session

4. ERG Leader of the Year Award — Nominations Now Open

Know an outstanding faith-based ERG leader? Help recognize those advancing inclusion and belonging at work. Nominate by May 20, 2026: ERG Leader Award Nominations

Now is the moment to lead with courage, build cultures of belonging, and recognize those shaping the future of work. We invite you to participate, learn, and take action alongside us.