Does your organization have equity policies and practices to help you become a more welcoming, inclusive workplace? Do these policies and practices address how to be a faith-friendly workplace? With Ramadan just around the corner, now is an excellent time to revisit how your company/organization can support or become better at supporting faith identities, and though this is not an exhaustive list, here are eleven suggestions to become an organization that is more inclusive of Muslim employees.
A Community is Made of Men and Women
As much as I love Vancouver, there are moments when I want to move. There are moments when I miss spaces where the educational experience of men and women is equal, such as the SeekersHub in Toronto, where I always felt welcome, and never felt like my gender was a barrier to furthering my Islamic education. I miss interfaith prayer spaces such as the MultiFaith Centre (and other prayer spaces) at the University of Toronto that were physically beautiful, and did not barricade women in a corner. And more recently, there are moments when I want to return to Dallas, where I spent a month in a mosque learning classical Arabic grammar this summer, and where class was held in the main prayer space, and structured in a way that men and women were on opposite sides of the room, and equally able to learn from our teacher. Aside from the learning benefits, knowing your teacher means that you can model their behaviour. From the ways a teacher interacts with you, you learn what appropriate gender interaction looks like, and can extend those principles to the rest of your life. Knowing your teacher means that you have someone to ask questions and seek advice when you are unsure what to do. It is essential.
In Vancouver however, we’re not there yet.
Two nights ago, the founder of the Bayyinah Institute (the same institute that offers the Arabic course I did in Dallas) came to Vancouver for a lecture on stories in the Qur’an. Though he wasn’t my teacher in Dallas, during one of our class days he came to help us review for an upcoming exam, and I was looking forward to a small way, reconnecting with what was a very special month of learning for me.
Unfortunately, I never heard him speak. The hall where the lecture was held was large, but the women were in a different, crowded space, with no video link. So after waiting for a bit and seeing if I could sit outside the lecture hall, my brother and I left. The teacher was surprised as well I think, and mentioned that ‘he wasn’t used to women not being in the same space, would do a Q and A session after the event with the female attendees, and would stay as long as women wanted him to stay.”
I appreciate his attempt to address an inequitable situation. But it’s not up to a guest teacher to find some way to include everyone; equity needs to be thought of at the outset of the planning process. To give an example from urban planning, when the floor plans of housing developments and community centres do not consider the needs of the multiple communities and cultures, it is a message that only the dominant culture matters. When transit users with wheelchairs experience horrendous delays, poorly lit and dangerous transit stops, and systems that do not account for their needs, those barriers of access signal that their needs are not valued. We send messages about who does and does not belong in the ways we structure spaces and places.
As long the learning experience of women is not valued, the education of women, communities and families will suffer. As long as the learning experience of women is not valued, it becomes difficult to invite friends and colleagues who may be interested in learning more about Islam and wish to fill in their own gaps of knowledge. As long as the learning experience of women is not valued, it sounds hollow to talk about how gender equity is something inherent to Islam.
And so, rather than running away to another city, below are a few thoughts and suggestions on how to create better spaces. These are not new ideas, but they make a real impact.
1) If you only have one space available that is large enough for all your attendees, have the men and women share that space, and set up tables that are side by side.
You can have an aisle separating both sides of the room for ease of movement. If you don’t have a classroom available and you’re in a mosque, use the men’s prayer room. In Dallas, the women’s section of the mosque was on the same floor as the men’s section with a one way mirror. During our evening classes, if anyone from the larger community wished to sit separately, they could still see into the class easily, but nobody could see them. (95% of attendees sat in the main section of the mosque though). A few years ago I was on a study trip called the Rihla, and spent a few weeks with teachers from the US and UK in Saudi Arabia. We sat on the floor in our classes, on opposite ends of the room. In Toronto there is a week long retreat held annually with incredible teachers from around the world, and again, that event happens through side by side seating, with a section in the middle of the room for families who wish to sit together.
2) If you are designing a space and you’d like a partition, make it subtle. At the SeekersHub in Toronto, one of my favourite spaces to learn, the men and women sat on opposite sides of the room, the teachers were at the front of the room, and there was a bookshelf in the middle. The room was equally divided, you could see the teacher, but the students on the other side of the room couldn’t see you. It was a beautiful set-up.
3) When you see an uninclusive space, act as an ally. It’s not up to women alone to advocate for inclusive spaces. In our family, we only go to events where I can hear and experience the event properly, and my Dad and brother are my strongest allies in bringing up issues of access. The teachers that I value most: my teacher in Dallas, my teacher at the Hub in Toronto, and other teachers I’ve learnt from in other settings, often speak out about how communities need to view the inclusion and involvement of women differently. The students I studied with at the University of Toronto were men and women who cared about equity, and if I was ever in a situation where I felt uncomfortable, there were lots of people who noticed the same dynamics and worked to address them. It is alienating to be the only person advocating for your learning.
4) Have an ongoing study of the life of the Prophet, peace and blessings be upon him. Sometimes spaces are segregated in harmful ways because we aren’t necessarily familiar with the ways women were nurtured historically in Islam. But when we study the life and character of the Prophet Muhammad (peace and blessings be upon him), the ways in which he created a community in which men and women were equally valued, and the contributions, dignity and independence of his wife Khadijah, the courage of his daughters, the beauty of other members of his family and community, it is clear that gender equity are part of the Islamic tradition. One great learning resource to learn more is the Qalam Institute’s Podcast on the Prophet’s Biography, which goes into the Prophet’s life in a lot of detail.
5) Support organizations that care about their female students. If you can’t find inclusive spaces, still continue to learn. I’ve been remiss this year in organising regular study circles with others, but this is something I hope to do in upcoming months. SeekersGuidance is a place with wonderful online courses, the Muslim Chaplaincy at the University of Toronto publishes its lectures and classes on its SoundCloud page, and both of these resources are wonderful resources to share, support and learn from.