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Religion In The Workplace: An Uncharted Journey We Must Take
Most of us were brought up to believe that it is not polite, and often volatile, to discuss religion or politics. In the workplace, we have conditioned our managers and supervisors to believe that religion is one of those "don't ask, don't tell" topics. Frequently, employees get the message that there are some things in their personal lives that should remain private, including their religious beliefs and practices.
Try as we might to avoid the subject, talking about religion as a dimension of diversity in the workplace is a topic that we can no longer ignore. Why?
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Because 90% of Americans profess a belief in some kind of god and those values are translated into the nuances of workplace communication and interactions1.
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Because productivity is impacted by the subtleties of misunderstandings and inflexibility based on judgments rooted in religious beliefs and non-beliefs.
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Because religion is part of an employee's core identity and that employee will fight to protect it. We know this because since 1992 court cases involving claims of religious discrimination have risen 40% and monetary settlements have quadrupled2.
Workplace issues around religion are not going to diminish, especially with the influx of refugee groups from around the world. The new immigrants have brought their culture with them and where there is culture, there is religion. Consider those who practice Islam. Often, their beliefs are reflected in their clothing and appearance, their dietary requirements, and their prayer rituals, making visible the often hidden diversity dimension of religion in the workplace. Many of us are not prepared to accommodate these practices and beliefs, especially when they differ from ours.
In 1999, the Tanenbaum Center for Interreligious Understanding conducted the first national survey to ask workers themselves about their experience of religious bias in the workplace. Here are just a few of their findings:
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Sixty-six percent said that some form of religious bias occurred in their workplace.
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Two-thirds were concerned about religious bias in the workplace.
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Muslims felt the most vulnerable in the workplace, followed by Hindus and Buddhists.
This survey found that religious bias impacts the bottom line. Among those who experienced religious bias, half said that their performance was affected and that they had thought about quitting their jobs. Three-quarters said they suffered in silence and did not report their complaints to human resources professionals3.
Keeping pace with the 2007 workforce requires the knowledge and "tools" to travel the "Tricky Terrain" of religious issues in a way that is respectful to employees. Religion is a bottom line issue for our organizations and one that needs to be included in our diversity conversations.
What can you do?
Be Informed. Know which holidays your employees celebrate and the rituals surrounding those holidays (i.e. dietary adjustments, worship requirements, etc.). This can help you anticipate when employees may request time off, allowing you to adjust workflow accordingly.
Be Aware. Pay attention to your work environment. Does everyone feel appreciated and valued regardless of their religious belief?
Be Clear. Review your company's discrimination policy. Do you properly define your policy on religious bias? A sample checklist (.PDF format) has been prepared by the Tanenbaum Center for your use as you think about how religion may impact your workplace.
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