It’s been a few months since my conversation with Monwara Ali for episode 23 of International Expansion Explained. However I want to bring this summary now because Monwara’s insights on effective leadership strategies in Ramadan are particularly important at this time of year, just before Ramadan begins in 2025.
The background for context, is that Monwara is based in the UK, meaning that leaders are not always aware of what a month of fasting actually means for their staff. Of course, we dove into a lot of other topics around leadership too, but I feel that the principles we touched on here will be especially useful for anyone leading teams with multicultural backgrounds.
Now, Ramadan might be a new concept for some of you, while others might be very familiar, but what I’ve learned is that regardless of our own background, understanding and accommodating different cultural practices is a crucial part of being a truly effective leader.
So, let’s break it down and explore some actionable insights that can help us create more inclusive and supportive work environments, not just during Ramadan, but all year round.
Table of Contents
Monwara’s Journey: From Bangladesh to the UK
Monwara has worked within the voluntary and charity sector in roles ranging from project & community development to fundraising, to governance and change management. She’s a champion of the not-for-profit sector, supporting small charities and community groups in the UK and abroad.
Monwara is a huge advocate of sustainability through fundraising and the potential to sustain charitable work, community cohesion and community development through collective action. She believes we have everything we need to sustain ourselves within every community – we just need to bridge the gap between those who are the most privileged and those who are in most need.
Monwara’s journey has been marked by a diverse range of experiences across the public and charity sectors, fueled by a passion for learning and making a difference. She began her career in the UK public sector, growing up in a multicultural London environment with a strong Bangladeshi community. She transitioned to the charity sector, where she held various roles from youth worker and project manager to senior positions and fundraising.
Monwara says she “accidentally” became a fundraiser, noting that she was fundraising from a young age, as evidenced by her 24 hour fast for Oxfam during university. This experience showed her the importance of demonstrating alignment between what one says and does when raising funds. Her career has led her to be a champion for the not-for-profit sector, supporting small charities and community groups in the UK and abroad, with a focus on sustainability, community cohesion and development. This journey has also made her an advocate for cultural awareness and inclusive leadership, informed by her experiences growing up in a diverse environment and navigating various cultural contexts throughout her life.
Understanding Ramadan: A Short Primer for those who may not be aware
Ramadan is a holy month for Muslims, revolving around fasting from dawn to sunset. It’s not just about abstaining from food—it’s about spirituality, self-reflection, and community cohesion. Last year, Ramadan coincided with Easter and Passover, making it a particularly interesting time as various communities celebrated their traditions.
Since the UK is not a predominantly Muslim country, the dynamics of Ramadan can feel quite different. For instance, while a majority might be feasting and celebrating during Easter festivities, Muslims are observing Ramadan and fasting. This contrast can create challenges, particularly for Muslim professionals trying to maintain their spiritual practices within an unfamiliar context.
One of the key things I learned from Monwara is that everyone’s experience of Ramadan is unique. Just because someone is Muslim doesn’t mean their needs or practices are going to be identical. Some might be used to fasting from childhood, while others who have recently converted to Islam may find it more challenging. People from different countries will also have different practices and expectations. As Monwara mentioned, she was born in Bangladesh, and that has shaped her experience. Therefore, it’s essential to avoid making assumptions and to approach the topic with an open mind.
The Unique Challenges of Fasting in a Non-Muslim Majority Society
One of the challenges highlighted is that in countries like the UK, where the majority of people aren’t observing Ramadan, it can feel particularly isolating. Imagine trying to focus and work whilst colleagues around you are having lunch, or planning social events that involve food and drink. It’s about recognising that many of our normal habits and daily routines may be at odds with those observing Ramadan, and that’s where our leadership comes in.
On a typical fasting day, I might work from home, which is helpful for maintaining my energy levels. After breaking fast around 7:30 PM, I prepare meals for the next day, often late into the night, especially as we try to keep a robust routine amid our fasting schedule.
Monwara Ali
For example, Monwara described how she has to spend a lot of time in the kitchen preparing meals before sunrise and after sunset. So, on top of her work commitments, she’s also doing a huge amount of domestic work while fasting. She also described a typical day which includes getting up at 3 a.m. to eat and pray. It’s a very different schedule than what many of us may be used to.
Effective Leadership Strategies in Ramadan – Practical Tips
So how can we, as leaders, support our colleagues during Ramadan? Here are some practical strategies I’ve gleaned from my chat with Monwara and my own reflections:
Open Communication is Key
The first step is always open communication. Don’t make assumptions; ask! A simple, “Is there anything I can do to support you during Ramadan?” can go a long way. It’s important to have these conversations in a one-to-one setting, not in a group. This will help the individual feel more comfortable. It also helps to understand their personal needs and routines.
Be Aware of Your Own Biases
Monwara mentioned her own unconscious bias as a key mistake she has made. She has assumed in the past that because she grew up in a multicultural society, everyone is aware of Ramadan. It’s a good reminder that we all have biases, and it’s important to be mindful of them so we do not exclude people unintentionally.
Offer Flexible Working Arrangements
This is huge and still isn’t to be taken for granted, despite us having had a pandemic. As Monwara explained, having the flexibility to work from home or adjust her schedule has been a massive help. If you can, try to offer flexible hours, remote work options, or adjusted deadlines where possible. This can allow your colleagues to manage their energy levels and whilst still maintaining their spiritual commitments.
Be Mindful of Meeting Schedules
Try not to schedule important meetings or events that might clash with prayer times or the breaking of the fast. If you have to schedule events, check to see if they coincide with Ramadan or other important religious holidays. Monwara shared an example of a conference organised during Ramadan where 80% of the attendees might be Muslim. If your team or clientele is diverse, you should be mindful of such dates. Consider providing an alternative time or recording key information for those who can’t attend.
I’ve seen companies be shocked that their Chinese partners are not attending events organised over the Chinese New Year period before now, or because they were not available for business partner visits over other local holiday periods. Think of your most important family time festivals – perhaps Christmas, Thanksgiving or Passover, and how you’d feel if a business partner was insisting they visit, or you visit them at that time instead of being with your family.
I’ve had business trips to Muslim countries during Ramadan before now (encouraged by the business partner involved) and whilst it can feel super awkward if you are eating and drinking during the day then it needn’t be a hindrance if your host is happy with that….and no way could I manage a full August day in Egypt without copious amounts of water! On the other hand, some of the most fun times on business trips have also been enjoying iftar (the meal to break the fast) together with the whole company, when visiting Istanbul.
Respect Individual Needs When Leading a Team during Ramadan
Understand that everyone’s experience of Ramadan will be different. Some people might need to pray during the workday, others might prefer to take short breaks. Some might have very strict fasting practices, whilst others do not. Be open to discussing these needs on an individual basis and find out how you can best accommodate them. (We’re using the example of Ramadan here, but this advice also applies to the rest of the year and your other team members too).
Leading by Example in Ramadan
As Monwara pointed out, how leaders behave is often what staff replicate. If you’re encouraging flexible work, make sure you’re also demonstrating that you are working flexibly. If you are sending emails at odd hours, consider noting at the bottom of the email that you do not expect an immediate response. Effective leadership strategies in Ramadan are obviously also relevant at other times of year too – model the behaviours and values that you want your workplace culture to reflect.
Educate Yourself and Your Team
If you’re not familiar with Ramadan (or the festivals celebrated by other team members), take the time to learn more about it. There are plenty of resources available online. Encourage your team members to ask questions. This will ensure they do not make assumptions. This also helps to create a culture of understanding and respect.
Celebrate Eid
The end of Ramadan is celebrated with Eid, a festive occasion. If you can, celebrate Eid in the workplace, for example, with a potluck or shared lunch. You can also use this as an opportunity to celebrate different cultures. It’s a great way to create a culture of inclusion and to learn more about colleagues’ backgrounds. Monwara mentioned that Eid is dependent on the lunar calendar, and the date can vary so it’s important to remain flexible around the dates of Eid and to understand that some Muslim colleagues may need time off.
Beyond Ramadan: Building a Culture of Inclusion
These strategies aren’t just for Ramadan; they’re vital for building a truly inclusive workplace all year round. It’s about recognising that people come from different backgrounds and have different needs. This was something that came up in our discussion about different cultural backgrounds. Our conversation explored ways that cultural differences can be a source of conflict. However, what connects us are shared values. Therefore, we should focus on common values rather than potential cultural differences.
Monwara said she discovered herself when she learned, “we don’t know what we don’t know“. This is such a powerful statement. It serves as a reminder that we need to continually learn, ask questions, and reflect on our own biases. It is the basis of personal development.
Self-Awareness in Leadership
Self-awareness is a recurring theme in Monwara’s reflections so we talked about why it is so important in leadership, particularly in multicultural environments.
Self-awareness is the foundation of effective leadership, but it’s not something we just achieve once and then forget. It’s a continuous process of self-reflection and understanding how our actions impact others. You cannot lead by example if you do not understand your own behaviour. This has to be constantly practised.
It’s about recognising that every individual has a unique background and approach.
I find that my approach to leadership becomes more effective when I actively work on my self-awareness. This could mean adapting my communication style depending on who I am interacting with—whether that is directing a high-energy team or stepping back to listen during meetings.
Monwara Ali
Additionally, cultivating an inclusive environment takes time, which can be challenging in fast-paced workplaces. It’s imperative to encourage open dialogue and create spaces where everyone feels comfortable voicing their needs and experiences.
Creating Inclusive Workplaces
To foster inclusion, it’s vital to establish a culture of open communication. Encourage team members to share their traditions and needs openly. Personalised one-on-one check-ins can create more meaningful dialogue—this is where the real understanding takes place.
Moreover, it’s crucial for leaders and managers to serve as role models and advocates. When someone of authority shares their experiences openly, it gives others permission to do the same. Organisations should regularly assess their policies and practices to ensure they account for diverse cultural practices.
Cultural Intelligence isn’t just one of the most effective leadership strategies in Ramadan
Cultural intelligence is the capability to relate and work effectively across cultures & applies within a country, not only across borders. Businesses often miss the nuances though that affect interpersonal relationships and organisational success. For example, many organisations lose opportunities for collaboration and partnership simply because they don’t foster an environment that values cultural awareness, even in multicultural cities such as London.
Every country is different, and what works in one cultural context may not translate to another. Companies should invest in training their teams on cultural intelligence to improve interpersonal relationships and create a more beneficial work environment.
Don’t neglect the importance of building relationships. The best way to discover more about others is through conversation, but if you don’t develop those relationships, then people are not going to share their knowledge with you. And remember, a business is nothing without its people. So we should be investing in our teams, not just in our bottom line.
The Role of Values in Cultural Integration
Shared values are crucial in any partnership. Values serve as the underlying foundation for collaboration, transcending cultural differences. If organisations prioritise aligning values, they can build sustainable partnerships and relationships.
When teams recognise the significance of common values, it fosters mutual respect and understanding, leading to a more productive environment where everyone feels valued.
Prioritising Wellbeing
Before I finish up, I’d like to share one last important insight. As Monwara mentioned, it’s essential for leaders to prioritise their own well-being. You can’t effectively support others if you’re not taking care of yourself. So, please, take a moment to reflect on your own practices and how you’re prioritising your own health.
In Conclusion
Leading effectively during Ramadan, and in any culturally diverse environment, is about empathy, understanding, and flexibility. It’s about creating a space where everyone feels valued and respected. Let’s be intentional in our approach, ask the right questions, and build relationships that are founded on our shared humanity. Let’s keep talking, keep learning, and keep growing.
And with that, I’ll leave you with one final recommendation. If you do have colleagues who are observing Eid, remember to wish them “Happy Eid”. There are other more traditional greetings you could use, but it’s always best to check with the individual in case they have a preference.
Full interview and discussion
You can find the full discussion with Monwara here – please like and subscribe as this really helps my YouTube channel to reach the right people and to grow.
To follow Monwara and learn more about her leadership training, fundraising projects (eg to open a vocational school for women in Bangladesh), you can find her here:
- LinkedIn: https://www.linkedin.com/in/monwara-ali/
- YouTube: https://www.youtube.com/@monwaraali
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Kathryn firmly believes that business is done between people, and therefore places her focus on building strong relationships that form a solid foundation for doing business.
When she's not travelling around the world, Kathryn enjoys playing clarinet in her town's wind orchestra or sharing her love of the outdoors with her Scout group.
