​Understand Your Organization’s Policies:

• Ask your manager and/or your HR representative for your internal Employee Code Book/Handbook access and review the policies within.
• Familiarize yourself with your organization’s policies on social media usage, dress code expectations, and guidelines regarding displaying religious and cultural symbols in the workplace. 
• If there is any uncertainty or ambiguity in the policies, don’t hesitate to seek clarification from HR or relevant authorities.
• Knowing this language is very important, especially stances around equitable treatment of all employees, regardless of race, gender, faith, identity, etc.

Emphasize Diversity and Inclusion:

• Advocate for diversity and inclusion within the workplace. Express the benefits of a diverse workforce and propose initiatives that contribute to a more inclusive environment. 
• Remember to approach these discussions with confidence, clarity, and a focus on mutual benefits.
• Effective communication is key to successfully advocating for yourself in the workplace.

​Network and Build Relationships:

• Establish connections within the organization by networking with colleagues and superiors.
• Building relationships can open doors to new opportunities and support.

Start an ERG (Employee Resource Group):

If your organization currently has employee resource groups or affinity groups:

• Identify at least 5-8 people who would want to help lead this initiative with you.

If your organization doesn’t have an ERG:

• Take that step in establishing a group that focuses on shared interests or identities, fostering inclusion and raising awareness of diverse perspectives within the organization.
• Check if there are listservs or clubs based on hobbies, cultures, identities. If there isn’t a group that shares common interests, then gather a sizable amount of interest from at least 10-12 employees.

    Then:

• Clearly define the purpose and goals of the ERG.  Determine the specific focus, whether it’s based on shared identities, interests, or objectives.  A well-defined purpose will attract like-minded individuals and guide the group’s activities. 
• Engage interested individuals to create a compelling proposal outlining ERG’s purpose, goals, and benefits, emphasizing positive impacts on employee engagement and diversity. 
• Present the proposal to leaders or HR, stressing the ERG’s value to employees and the organization.
• Ask for the next steps around ERG creation.
• If the request is declined, take the time to understand why. Note that many companies have ERGs for communities where they have to already report to the US government their activity to support them (African American, Hispanic, Veterans, etc.). Given that Arabs are considered White, our business influence and lens has to be articulated strongly by our community. 

Request Holidays Off:

• Within the Arab identity, there are many Orthodox, Muslim, Jewish and Christian holidays to consider.
• Communicate with your manager in advance, requesting time off for holidays and follow the process for taking time off.
• Highlight the significance of observing holidays for religious reasons. 
• If you are comfortable doing so, share with your manager and team your traditions to help build understanding of your celebrations.

​Ask for Accommodations:

• Companies’ programs and offerings are often a response to employee needs.
• Initiating the conversation creates space for dialogue and potential accommodation.
• Examples of accommodations may include Prayer rooms, nursing rooms, or quiet meditation rooms.
• Discuss with HR or your manager about specific accommodations you may need, highlight the importance of inclusivity.
• Schedule a meeting with your manager to discuss accommodations that impact your availability, such as attending Friday prayers.  Discuss the importance and value of the accommodation during the meeting.  Express gratitude for your manager’s understanding and time.
• Companies committed to a sense of belonging will likely accommodate reasonable requests.

Initiate Conversations about Flexibility:

• Advocate for flexible work arrangements that can enhance work-life balance.
• Discuss options such as remote work, flexible hours, or compressed workweeks that align with your needs and responsibilities.

Leverage your EAP (Employee Assistance Program):

• Seeking support for your mental health is very important and has increasingly become a priority and focus area for employers.
• Take advantage of available mental health resources offered by the organization, such as access to counseling.
• Note within the providers if there are filters and you can often indicate your preferences for age, gender, and/or race.
• If specific preferences matter such as faith, race, and/or gender, contact the provider to convey them.
• Your mental health needs to come first!

Negotiate for Professional Development:

• Take an active role in discussions about your professional growth. Advocate for opportunities like training, mentorship, or additional responsibilities that align with your career goals.

Express Career Aspirations:

• Communicate your long-term career goals to supervisors.
• Discuss how your skills and aspirations align with the organization’s objectives and inquire about potential pathways for advancement.

​Participate in Employee Feedback Channels:

• Engage in surveys, feedback sessions, or other channels provided by the organization to voice your opinions and concerns.
• Constructive feedback contributes to a culture of continuous improvement.