MCRB held a one-day workshop on 7 May intended to provide Myanmar and foreign businesses with practical advice on how to promote diverse, respectful and inclusive workplaces, free from bullying, harassment and discrimination against employees and customers. Read more: https://www.myanmar-responsiblebusiness.org/news/diverse-respectful-inclusive-workplaces.html

1. PRACTICAL GUIDE TO DEALING WITH RELIGIOUS
QUESTIONS WITHIN THE TOTAL GROUP
Aung Naing
Human Resources & Administration Manager
Total E&P Myanmar
07 - May - 2019

2. CODE OF CONDUCT
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o Total’s Ambition
 To become the responsible energy major
o Five Core Values
1. Safety
2. Respect for Each Other
3. Pioneer Spirit
4. Stand Together
5. Performance-Minded
o These values are the principles that must guide everything we do

3. PRACTICAL GUIDE DOCUMENT
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● One of Group’s core value
“Respect for Each Other” explicitly
justifies taking into consideration
and fully treating this question.
● Total is home to many beliefs and
is seeking to lead the way in terms
of diversity.
● Employees are increasingly faced
with the question of religious
expressions at work. This guide will
help managers and employees
properly address and respond to
those questions.

4. AREAS MOST AFFECTED BY RELIGIOUS QUESTIONS
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1. Organization of working hours and holidays
2. Community dining and food
3. Availability of rest or prayer rooms
4. Relationships between male and female colleagues
5. Dress and behaviour
6. Hiring
o Practical Guide addresses all possible options in each area

5. PRACTICAL ADVICE FOR GROUP EMPLOYEES
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1. Favour dialogue and goodwill towards other employees and managers
2. Respect the beliefs of others, including those of co-religionists who may thold
different points of view and take different positions
3. Learn about local practices in order to be familiar with customs and the laws in
effect before making any requests to management
4. Give manager enough advance notice of requests for leave-time to allow them to
make decisions
5. Know and understand the regulations of the Code of Conduct, especially the
criteria that may justify any restriction placed by managers on the expression of
religious beliefs
6. Suggest solutions to line management that are appropriate to the situation and
compatible with the smooth operation of the business unit