Religion/belief system seems to be an off-limits aspect of diversity and inclusion when it comes to workforce diversity metrics. And yet, by not asking this question and giving people the option to identify with their religious, spiritual or secular community, are we contributing to the 'othering' of religion/belief system minority groups? I am exploring the arguments for and against including this aspect of identity in diversity metrics - not for hiring targets - but to inform D&I initiatives. Questions to consider: Does knowing more about the religion/belief system diversity in the workforce help to inform efforts to foster an inclusive work environment and combat all forms of hate? Which organizations are already doing this and how is it going (employee reactions, privacy concerns, data applications)?