Religious tensions in French workplaces have reached their highest level since records began in 2013, with Islam taking center stage in a growing number of incidents, a new study has found.
According to the 2024 Baromètre du Fait Religieux en Entreprise by Institut Montaigne, over 70 percent of companies are now experiencing incidents fuelled by religious beliefs, a sharp increase from previous years.
The report identified the rising visibility of Islamic practices as a key driver of workplace challenges, with tensions surrounding religious symbols, prayer practices, and employees’ views on women taking a toll on organizational harmony.
Islam accounted for 81 percent of religious incidents at work, a notable increase from 73 percent in 2022. This includes a surge in visible expressions such as wearing hijabs and other religious symbols, now cited in 36 percent of reported cases, up from 19 percent just two years ago.
Requests for schedule adjustments to accommodate religious observances and prayer breaks are also frequent among Muslim employees, complicating workplace management.
Muslim employees, particularly young men in lower-skilled positions, are often at the center of workplace conflicts, the report noted. Additionally, behaviors deemed disruptive, such as refusing to work with women or aggressive attempts to convert others, are disproportionately associated with Islamic practices.
As a result, reports of alleged stigmatization and hiring discrimination against Muslims have surged, with 71 percent of documented discriminatory incidents linked to the religious group.
Religious tensions extend beyond Islam. Jewish employees are increasingly stigmatized with reported incidents of professional exclusion doubling since the last survey. Nonetheless, the prominence of Islamic practices and their perceived challenges dominate workplace discussions, with companies calling for clearer frameworks to manage these issues effectively.
The report emphasized the urgent need for action, urging businesses to adopt comprehensive policies that balance religious freedom with workplace neutrality.
Training for managers, clearer guidelines, and inclusion initiatives were all recommended as critical to reducing tensions and promoting an effective environment for coexistence.
