Religious Literacy Resource Guide: Religious Diversity and Tolerance in the Workplace
Books on Religious Diversity and Tolerance in the Workplace
Encountering Religion in the Workplace by ISBN: 9780801449543Publication Date: 2011-01-15In a recent survey, 20 percent of the workers interviewed reported that they had either experienced religious prejudice while at work or knew of a coworker who had been subjected to some form of discriminatory conduct. Indeed, according to the Equal Employment Opportunity Commission, the filing of religious discrimination charges under Title VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment based on race, color, national origin, sex, and religion) increased 75 percent between 1997 and 2008. The growing desire on the part of some religious groups to openly express their faith while at work has forced their employers and coworkers to reconsider the appropriateness of certain aspects of devotional conduct. Religion in the workplace does not sit well with all workers, and, from the employer's perspective, the presence of religious practice during the workday may be distracting and, at times, divisive. A thin line separates religious self-expression--by employees and employers--from unlawful proselytizing. In Encountering Religion in the Workplace, Raymond F. Gregory presents specific cases that cast light on the legal ramifications of mixing religion and work--in the office, on the factory floor, even within religious organizations. Court cases arising under Title VII and the First Amendment must be closely studied, Gregory argues, if we are to fully understand the difficulties that arise for employers and employees alike when they become involved in workplace disputes involving religion, and his book is an ideal resource for anyone hoping to understand this issue.
Religion and the Workplace by ISBN: 0521529603Publication Date: 2003-10-30How can company leaders and employees negotiate their different religious and spiritual commitments in the workplace? At a time of international debate over religious conflict and tolerance, workforces in various parts of the world are more diverse than ever before. Religion and spirituality are, for many employees, central to their identities. From the perspective of the employer, however, they can be distracting or divisive influences. This book analyzes the current interest in religion and spirituality in US companies. It offers conceptual distinctions and comparative examples (from the pluralistic contexts of India and Singapore) to trace the myriad ways that religion is present at work. It offers a model of respectful pluralism, asserting that the task of effective and ethical leadership in organizations is not to promote a single spiritual or religious framework but to create an environment in which managers and employees can respectfully express their own beliefs and practices.
Religious Freedom, Religious Discrimination and the Workplace by ISBN: 9781849466363Publication Date: 2016-11-03This book considers the extent to which religious interests are protected at work, with particular reference to the protection against religious discrimination provided by the Equality Act 2010. It establishes a principled basis for determining the proper scope of religious freedom at work, and considers the interaction of freedom of religion with the right not to be discriminated against on grounds of religion and belief. The book locates the debates surrounding religion and belief equality within a philosophical and theoretical framework in which the importance of freedom of religion and its role within the workplace are fully debated. This second edition is fully revised and updated in the light of recent case law from the UK and the European Court of Human Rights, which deals with religious discrimination and freedom of religion.
Chapters, Articles and Papers on Religious Diversity and Tolerance in the Workplace
- Atkinson, William. "Divine Accommodation: Religion in the Workplace." Risk Management 47.10 (2000):12-17.
In light of current litigation and the requirements of the law, employers should take a number of steps to protect themselves from claims of religious discrimination.
- Ball, Carolyn and Akhlaque Haque. "Diversity in Religious Practice: Implications of Islamic Values in the Public Workplace." Public Personnel Management 32.3 (2003): 315-330.
This article provides a description of Islamic religious practices. It then reviews the role of the First Amendment, state religious freedom acts and civil rights laws as protections afforded to religious persons in the public sector. Through a review of court cases from 1994 to 2001, it describes the status of court protections for Muslim religious practice in the public workforce.
- Bennett, Georgette F. "Religious diversity in the workplace... An emerging issue." Diversity Factor 9.2 (2001): 15-20.
The perception of discrimination decreases with the existence of publicized written policies. This survey indicates that to benefit optimally from a diverse workforce, companies need: 1. flexible policies, 2. attentiveness to and respect for religious and racial diversity, 3. intolerance of all forms of bias and prejudice, and 4. proactive stances toward hearing and addressing the concerns of all workers, both native and foreign-born.
- Berg, Thomas C. "Religious speech in the workplace: Harassment or protected speech?" Harvard Journal of Law and Public Policy 22.3 (1999): 959-1008.
Explores the implications of the ruling of the Fourth Circuit of the United States Court of Appeals on the case Chalmers versus Tulon Co. of Richmond which involves the issue of religious freedom and free speech.
- Borstorff, Patricia and Kimber Arlington. "Protecting Religion in the Workplace? What Employees Think." Journal of Legal, Ethical and Regulatory Issues 14.1 (2011): 59-70.
Religion plays an important role in the values that people hold, however, many employees believe employers are not proactive enough in meeting their religious needs. Employers need to look for ways to avoid future accommodation suits by being prepared to deal with religious issues in the workplace.
- Carroll, Hunter C. "Damned if they do, Damned if they don’t: The Collision Between Religion and the Workplace has Employers Caught in the Middle." American Journal of Trial Advocacy 20.2 (1996): 353.
- Cash, K. C., & Gray, G. R. “A framework for accommodating religion and spirituality in the workplace.” The Academy of Management Executive 14.3 (2000): 124–133.
This article investigates the current state of religious and spiritual practice in business organizations and discusses the impact of employment law on such activity. It offers a broad and inclusive interpretation of religious and spiritual belief relevant to the workplace and provides a framework for addressing accommodation concerns.
- Cromwell, Jeff B. "Cultural Discrimination: The Reasonable Accommodation of Religion in the Workplace." Employee Responsibilities and Rights Journal 10.2 (1997): 155-172.
In this article, it is argued that, in most cases, the reason employers have been allowed to discriminate against employees is the contentious nature of minority religious beliefs with the mainstream religious culture.
- Day, N. E. “Religion in the workplace: Correlates and consequences of individual behavior.” Journal of Management, Spirituality & Religion 2.1 (2005): 104–135.
This paper describes correlates of religiosity that may affect individual behavior in the workplace, such as physical and mental health, coping, concern for others, creativity, commitment, ethical behavior, prejudice, intelligence and personality.
- Digh, P. “Religion in the workplace: make a good-faith effort to accommodate.” HR Magazine 43 (1998): 84–131.
Focuses on the accommodation of religion in the American workplace. Surveys on religious accommodation, religious discrimination, employment law related to religious accommodation, and world religions.
- Drydakis, Nick. "Religious Affiliation and Employment Bias in the Labor Market." Journal for the Scientific Study of Religion 49.3 (2010): 477-493.
Labor market outcomes (occupation access, entry wage, and wait time for call back) in Athens, Greece are assessed for three religious minorities (Pentecostal, evangelical, and Jehovah's Witnesses) compared to the religious majority (Greek Orthodox).
- Duffy, R. D., Reid, L., & Dik, B. J. “Spirituality, religion, and career development: implications for the workplace.” Journal of Management, Spirituality and Religion 7.3 (2010): 209–221.
This article discusses the various ways religion and spirituality may relate to one’s career development and how religion and spirituality may be incorporated into the workplace.
- Epstein, Edwin M. "Religion and business–the critical role of religious traditions in management education." Journal of Business Ethics 38 (2002): 91-96.
Management education has a legitimate role to play in introducing teachings drawn from our religious traditions into business ethics and other courses.
- Estreicher, S., & Gray, M. J. “Religion and the US Workplace” Human Rights 33 (2006): 17.
This article addresses religious diversity in the United States, the anti-discrimination statute known as Title VII, and the vagueness of religious accommodation.
- Fernando, M., & Jackson, B. “The influence of religion-based workplace spirituality on business leaders’ decision-making: An inter-faith study.” Faculty of Commerce-Papers (2006): 165.
The paper reports the findings of thirteen interviews with prominent Sri Lankan business leaders drawn from Buddhist, Christian, Hindu, and Muslim religious traditions. The findings suggest that religion plays a significant role in Sri Lankan leaders’ decision-making – in that a frame of reference based on a connection with an ultimate reality is likely to be a source of guidance to leaders’ critical decision-making.
Chapters, Articles and Papers, ctd.
- Flynn, K. B. “Religious Harassment under Title VII: Incentive for a Religion-Free Workplace or a Protection for Religious Liberty.” Ohio NUL Review 22 (1995): 501.
- Foltin, R. T., & Standish, J. D. “Reconciling Faith and Livelihood: Religion in the Workplace and Title VII.” Human Rights 31 (2004): 19.
This article covers the history of religion and the workplace and the problems addressed by laws such as Title VII.
- Fort, T. L. “Religion in the Workplace: Mediating Religion’s Good, Bad and Ugly Naturally.” Notre Dame Journal of Law Ethics & Public Policy 12 (1998): 121.
This paper argues that religious belief can be an important, legitimate, and even necessary element for corporate ethics, but because it can have negative consequences, religious inspiration must be tempered by a more basic, natural framework.
- Frierson, J. G. “Religion in the workplace: Dealing In Good Faith.” Personnel Journal 67.7 (1988): 60–67.
This article suggests that companies should consider having written policies about religious discrimination and accommodation.
- Garcia-Zamor, J.C. “Workplace spirituality and organizational performance.” Public Administration Review 63.3 (2003): 355–363.
The paper examines the impact of five dimensions of workplace spirituality (team’s sense of community, alignment with organizational values, sense of contribution to society, enjoyment at work, opportunities for inner life) on affective, normative and continuance commitment.
- Gebert, D. “Expressing religious identities in the workplace: Analyzing a neglected diversity dimension.” Human Relations 67.5 (2014): 543–563.
This paper explores when and how the expression of diverse religious identities induces relational conflicts in the workplace. It delineates particularities of religious diversity that distinguish this diversity type from other diversity attributes. Concerning practical argues that it is important to not only foster self-expression, but also to be aware of the risks that the public expression of religious identities entails.
- Gilmer, K. E., & Anderson, J. M. “Zero Tolerance for God: Religious Expression in the Workplace after Ellerth and Faragher.” Howard Law Journal 42 (1998): 327.
- Grant, Don, Kathleen O'Neil and Laura Stephens. "Spirituality in the Workplace: New Empirical Directions in the Study of the Sacred." Sociology of Religion 65.3 (2004): 265-283.
In a workplace where a large majority of employees believe that their work practices are spiritual, they experience the sacred in a variety of ways. Many workers may still struggle to find opportunities to practice their spiritual beliefs, they may have other work experiences that cause them to doubt spirituality's relevance, and they may perceive talk about spirituality to be unwelcome.
- Gregory, D. L. “The Role of Religion in the Secular Workplace.” Notre Dame Journal of Law Ethics & Public Policy 4.3 (1989): 749.
This article sorts out the implications of first amendment religion clauses for labor and employment law.
- Hall, Deana. "Managing to Recruit: Religious Conversion in the Workplace." Sociology of Religion 59.4 (1998): 393-410.
This article explores the relationship between Scientology, its consulting companies, and medical professionals who became involved in religious ideology through management consulting.
- Huang, C.-C., & Kleiner, B. H. “New developments concerning religious discrimination in the workplace.” International Journal of Sociology and Social Policy 21.8 (2001): 128–136.
Suggests that requests for religious accommodation may well explode over the next decade and that a rising number of discrimination cases are being filed. Cites the most common elements of religious discrimination. Discusses the Workplace Religious freedom Act and the guidance of the Equal Employment Opportunity Commission. Provides some examples of good practice and lists some recommendations.
- Kelly, E. P. “Accommodating religious expression in the workplace.” Employee Responsibilities and Rights Journal 20.1 (2008): 45–56.
This article examines the most common types of religious expression in the workplace and discusses the extent of the legal obligation of an employer to accommodate those expressions.
- King, J. E., & Williamson, I. O. “Workplace religious expression, religiosity and job satisfaction: clarifying a relationship.” Journal of Management, Spirituality & Religion 2.2 (2005): 173–198.
In light of increased attention on religiosity and work, the results of previous research on the relationship between religiosity and job satisfaction are examined.
- King Jr, J. E., Bell, M. P., & Lawrence, E. “Religion as an aspect of workplace diversity: an examination of the US context and a call for international research.” Journal of Management, Spirituality and Religion 6.1 (2009): 43–57.
This paper compares religion to other forms of diversity by exploring the religion and work relationship.
- King, S. M. “Religion, spirituality, and the workplace: Challenges for public administration.” Public Administration Review 67.1 (2007): 103–114.
This article examines the role and impact of religion and spirituality in the workplace, reviews court cases and political measures regarding religious expression in the public sector, explores a private sector model to explain the interrelationship between religion and spirituality in the public workplace, and challenges public administrators to consider the positive role that religion and spirituality can play in the public workplace.
- Krahnke, K., & Hoffman, L. “The rise of religion and spirituality in the workplace: Employees’ rights and employers’ accommodations.” The Journal of Behavioral and Applied Management 3.3 (2002): 277–285.
This paper defines spirituality and religion from the perspective of the workplace and documents the increasing importance of these phenomena. The paper then explores the legal issues of employers’ duty to accommodate their employees’ religious and spiritual beliefs and concludes with some recommendations to employers.
Chapters, Articles and Papers, ctd.
- Krishnakumar, S., & Neck, C. P. “The 'what,' 'why' and 'how' of spirituality in the workplace.” Journal of Managerial Psychology 17.3 (2002): 153–164.
This paper summarizes the different perspectives of spirituality, discusses the benefits of encouraging spirituality within organizations, and examines different perspectives of implementing a spirituality‐based culture within firms.
- Lewis, J. S., & Geroy, G. D. “Employee spirituality in the workplace: a cross-cultural view for the management of spiritual employees.” Journal of Management Education 24.5 (2000): 682–694.
To prepare future managers to face the challenge of managing spiritual diversity, management educators may choose to treat employee spirituality as a cross-cultural issue. This article provides a framework for educators to incorporate the management of employee spirituality into the curriculum.
- Lips-Wiersma, M., Dean, K. L., & Fornaciari, C. J. “Theorizing the dark side of the workplace spirituality movement.” Journal of Management Inquiry 18.4 (2009): 288–300.
This article constructs an alternative analysis to the “everyone wins” conclusions drawn within most workplace spirituality (WPS) research. The article reveals two potentially negative organizational dimensions of WPS: control and instrumentality and investigates into WPS seduction, evangelization, manipulation, and subjugation, through practical examples.
- Malone, M. D., Hartman, S. J., & Payne, D. “Religion in the Workplace: How Much is Too Much?” Labor Law Journal, 49 (1998): 1074–1081.
Notwithstanding the potentially nebulous philosophical dialogue concerning a definition of religion, the law defining religion is ripe for lengthy and acrimonious legal debate. Included in this debate are the rights and responsibilities of employers to grant reasonable accommodation and their defense of undue hardship.
- Malone, M. D., Hartman, S. J., & Payne, D. “Religion in the workplace: Specific accommodations for scheduling and personal appearance." Labor Law Journal 49 (1998): 1082–1098.
This article helps answer the question of what legal responsibilities employers have to accommodate work schedules of employees to allow for observance of religious activities. It also seeks to establish parameters of employees' rights to dictate aspects of their personal appearance.
- Mccolgan, A. “Class wars? Religion and (In)equality in the Workplace.” Industrial Law Journal 38.1 (2009): 1–29.
This paper argues that it is a mistake to protect religion and/or belief in like manner to grounds such as sex, race, sexual orientation and disability and that requiring the accommodation of practices or beliefs categorised as ‘religious’ tends to perpetuate practices and beliefs which are problematic on equality and other grounds.
- Polley, D., Vora, J., & SubbaNarasimha, P. N. “Paying the devil his due: limits and liabilities of workplace spirituality.” International Journal of Organizational Analysis 13.1 (2005): 50–62.
This article explores six issues pertaining to the successful implementation of spirituality in the workplace: (1) net economic cost of implementation, (2) potential for worker exploitation, (3) replacing or substituting community's function or role in spirituality, (4) inappropriate practice of spirituality in the workplace, (5) potential for competitive disadvantage, and (6) increased groupthink.
- Rosenzweig, S. A. “Restoring religious freedom to the workplace: Title VII, RFRA and religious accommodation.” University of Pennsylvania Law Review (1996): 2513–2536.
This paper examines the requirements of Title VII, the Free Exercise Clause of the First Amendment and the Religious Freedom Restoration Act of 1993 (RFRA)'s impact on First Amendment litigation in the context of employment discrimination, and the effect of RFRA on the most common area of Title VII religious-accommodation litigation, the inflexibility of seniority provisions of collective bargaining agreements to accommodate Sabbatarians. It argues that RFRA is a landmark development for employees who allege that their employers fail to reasonably accommodate their religious beliefs and exercise.
- Schaner, D. J., & Erlemeier, M. M. “When faith and work collide: defining standards for religious harassment in the workplace.” Employee Relations Law Journal 21.1 (1995): 7–28.
Religious harassment, like race, sex, and age harassment, is a growing problem in the U.S. workforce. Employers must balance precariously between their Title VII accommodation duty and their duty to prevent religious harassment in the workplace.
- Schopf, J. “Religious Activity and Proselytization in the Workplace: The Murky Line between Healthy Expressions and Unlawful Harrassment.” Columbia Journal of Law and Social Problems 31 (1997): 39.
As the workplace diversifies, and as many people are no longer willing to separate their religious identities from their work identities, there is a distinct need to delineate clear guidelines on appropriate workplace behavior with regard to religious beliefs. This article examines an area of complexity and lack of clarity, with two major competing interests at stake: (1) the First Amendment freedoms of free speech and religious expression, and (2) the right to be free from religious harassment.
- Sheep, M. L. “Nurturing the whole person: The ethics of workplace spirituality in a society of organizations." Journal of Business Ethics, 66(4), 357-375.
This paper articulates two ethical dilemmas related to workplace spirituality: the “quiet desperation” dilemma and the instrumentality dilemma.
- Wolf, M., Friedman, B., & Sutherland, D. "Religion in the workplace: A comprehensive guide to legal rights and responsibilities." American Bar Association, 1998.
A readily understandable, practical guide for employers, human resource professionals, unions, and lawyers on navigating the legal "minefield" of Title VII, other federal employment laws, and the First Amendment.