Spirituality as a Tool for Workplace Well-Being

Stress and disengagement are increasingly common challenges in today’s workplaces, with 31% of U.S. workers saying their job makes them stressed “always or often,” according to a SHRM February 2025 pulse survey of 1,193 U.S.-based workers. Employers are always searching for innovative solutions to support employee well-being, so introducing a spirituality component into your benefits offerings can be one additional way to address employees’ emotional and psychological needs by reinforcing their sense of purpose, resilience, and connection.

Entrenched perceptions that equate “spirituality” with “religion” can make some employers hesitant to explore programs that incorporate spirituality as a means of addressing mental health. However, decoupling the two concepts can help organizations create more accessible initiatives that align with workplace culture and promote broader concepts such as gratitude, mindfulness, compassion, kindness, and civility.

“Spirituality is really about feeling connected to something greater than ourselves,” said Marjorie Morrison, SHRM’s executive in residence for mental health, “and finding an inner alignment as well as a sense of belonging.” 

Many people find such a connection through their faith, but in a workplace context, there are other ways to achieve this same objective. Morrison recommended HR professionals be mindful to use inclusive language that allows employees to accept and feel accepted by the underlying principles of a spirituality-based program, regardless of their belief system. 

“Spirituality is highly personal, and the workplace should provide room for people to define it for themselves,” she said.

Toolkit: Creating a Mental-Health-Friendly Workplace

Making the Case

Incorporating spirituality into workplace wellness programs offers numerous benefits to both employees and employers. 

“It’s about creating a culture of civility, inclusivity, and productivity,” said Keny Felix, licensed therapist and associate professor of counseling at Liberty University in Lynchburg, Va. “As spiritual practices contribute to employee well-being, they help create a more psychologically safe work setting and supportive work environment. When it’s all said and done, fostering a spiritually inclusive workplace culture is a win — profitable for both the employee and the workplace.” 

Recent research supports the need for employer-led initiatives that address the mental health needs of the workforce. For example, SHRM found that 30% of U.S. workers would take a pay cut to receive better support for their mental health at work. In this same survey, nearly two-thirds of HR professionals said they believe mental health programs and resources at work have a positive influence on employee engagement and morale. 

Spirituality-focused activities at work can yield valuable benefits to individuals, Morrison said. “They can enhance emotional resilience, reduce or modulate stress, improve overall well-being, and allow people to feel more authentic and grounded,” she explained. 

Morrison cited several possible approaches, such as offering guided meditation sessions, providing tools for gratitude journaling, designating a physical space for quiet reflection, and establishing “day of service” community volunteering activities.

For employers, the sense of purpose that workers may glean from spirituality-focused activities can help boost retention and engagement. “These programs can cultivate trust and empathy and help employees develop emotional intelligence, which builds a stronger team dynamic and supports conflict resolution skills,” Morrison said.

Getting Started

Because of HR professionals’ expertise in developing organizational culture and skills in employee engagement, they are uniquely positioned to explore opportunities — such as introducing spirituality — that can contribute to fostering a supportive and inclusive workplace. Both Morrison and Felix suggested beginning by assessing employee openness to it by collecting feedback about attitudes and perceptions around spirituality in the workplace. This can involve a pulse survey, a voluntary “listening session,” or diverse focus groups. 

However, Felix advised being prepared for some initial wariness. 

“HR professionals must first understand that challenges or resistance are a natural part of the course when it comes to addressing spirituality in the workplace,” he said. “People may be reluctant or hesitant because of previous experiences or just uncertain about potential outcomes. Uneasiness or hesitance is not always opposition. Allowing employees to voice their concerns is a great place to start.”

Felix added that senior leadership may also prove skittish at first, but their support is critical to the success of such an initiative. “Set the tone through your C-suite executives and managers,” he said. “Training can focus on issues such as spiritual inclusion, unconscious bias, the difference between expression and proselytizing, and proper communication.”

Podcast: Spirituality’s Connection to Workplace Wellness and ProductivityMorrison agreed that modeling from the top down is essential — but she also advised leaders to guard against being too preachy when it comes to advocating for spirituality-focused activities in the workplace. 

“The important thing is to create space for spirituality, normalize it, and let people choose what works for them,” she said, emphasizing that it’s paramount to make all these experiences optional for employees. 

Felix recommended that HR professionals work with senior leadership to ensure company policies reflect respect for the diverse spiritual, religious, and secular views and practices of all employees. This could include making accommodations for faith-based observances, clothing, and private spaces for meditation or prayer. 

As employers continue to expand their benefits offerings, adding a spirituality component to a workplace wellness program can have a meaningful impact. “It’s not really about beliefs. It’s about belonging,” Morrison said.