Cultural and religious diversity has become an increasingly central issue for companies operating in today’s interconnected societies. International, European, and regional legal frameworks converge in recognising freedom of religion and respect for cultural pluralism as fundamental rights that must be safeguarded within institutional and labour environments. At the international level, the International Labour Organization (ILO) identifies freedom of religion as an integral component of the right to non‑discrimination in employment, particularly through Conventions No. 111 and 169. These instruments emphasise the proactive role organisations must play in preventing religious discrimination and in ensuring safe, respectful, and inclusive working environments for all employees.
At the European level, Article 22 of the Charter of Fundamental Rights of the European Union establishes that the Union shall respect cultural, religious, and linguistic diversity. This protection is reinforced by the EU’s founding treaties, including Declaration No. 11 annexed to the Final Act of the Treaty of Amsterdam and Article 17 of the Treaty on the Functioning of the European Union, which acknowledges the social relevance of religious denominations and non-confessional organisations. Together, these provisions recognise religious pluralism as a key dimension of democratic coexistence and public policy.
In Catalonia, the 2020 Law on Equal Treatment and Non‑Discrimination introduces specific measures to prevent discrimination on religious grounds, explicitly extending to the workplace. It encourages companies and institutions to adopt internal protocols that guarantee equal rights and strengthen respectful and effective management of religious diversity.
Beyond legal requirements, many companies are increasingly adopting practical measures such as dedicated prayer rooms, flexible scheduling for religious holidays, and staff training on diversity awareness. These initiatives not only foster more cohesive and respectful work environments but also contribute to improved organisational climate, talent attraction and retention, and enhanced corporate reputation.
Serra Húnter Fellow of Sociology at Universitat Rovira i Virgili.
Former DAAD-Gastprofessorin at Julius-Maximilians-Universität Würzburg