Religious Diversity in the Workplace

In the United States, diversity in cultures and religions is increasing – especially in the workplace. A report from the Pew Forum on Religion and Public Life shows that 83% of Americans have some sort of religious affiliation, and of those, 56% say religion is an integral part of their lives. According to a 2008 survey by the Institute for Corporate Productivity (i4cp), 31% of employers reported unsolicited sharing of religious views as a problem in their workplace. But, experts say religious diversity is on the rise, so how can you make it work for you? Instead of avoiding the issue, tackle the complexity of religious diversity at the office head-on to make a faith-friendly policy a strong recruitment and retention tool.

               

Who values faith-friendliness?
Establishing your company as a faith-friendly workplace will help you become the employer of choice for workers from baby boomers to the next generation. According to the Executive Action report by the Conference Board, faith becomes more important to people as they age. And an AARP poll showed that 80% of baby boomers expect to still work after the age of 65. It’s important to accommodate religion at the workplace, not just because people want it – it’s the law. Similarly, younger generations want to be accepted for who they are, regardless of their religious views. Providing a faith-friendly environment will allow workers to be comfortable. By building a reputation as a faith-friendly organization, you also create a positive influence on perceptions of your corporate brand with trust and ethical behavior.

               

Avoid litigation by having a position on religion at   work.
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating on religious grounds. Employers are finding that having policies with a proactive approach toward religious expression has been more cost effective than reactive policies when complaints arise. For companies that have failed to accommodate a worker’s beliefs, the number of workplace religious discrimination lawsuits has risen to nearly 50% in recent years, according to the Equal Employment Opportunity Commission. To avoid any confusion and eliminate gray areas, provide a clear policy on religious expression in the workplace. And state what is and isn’t appropriate.

               

Realize the diversity of religious holidays.
It’s important to note that religious holidays don’t just occur during December. By having a diversity calendar with religious holidays listed you’ll be prepared to adjust workloads if employees request paid time off during these times. Here are a few religious holidays to keep in mind:

               

• Ramadan – Muslim employees begin this religious observance at sundown Sept. 1, 2008. Ramadan is a month-long event that consists of fasting, prayers, self-observance, and acts of charity.
• Rosh Hashanah – The Jewish New Year begins at sundown Sept. 29, 2008. The event calls for employees to refrain from work, attend synagogue, eat special foods, and go through a process of self-examination.
• Yom Kippur – For Jewish employees, Yom Kippur starts at   sundown Oct. 8, 2008. The Day of Atonement requires fasting and prayer.
• Diwali – In 2008, the five day Festival of Lights begins Oct. 28 for Hindu, Sikh, and Jain workers. Some employees might want a three-day weekend in order to attend the celebration.

               

Accommodate requests.
If an employer fails to keep up with religious accommodation requests over time, it can lead to employee dissatisfaction, discrimination charges, and negative publicity. Allowing employees to take time off, swap shifts, or reschedule training are examples of reasonable accommodations. Instead of reacting to issues when complaints arise, companies are becoming increasingly proactive in developing faith-friendly policies. The i4cp survey found that 55% of businesses provide flexible scheduling for employees to attend religious services. But, employers should have workers follow the same guidelines for all employees that wish to take paid time off.

               

Establish clear communication.
If an employee comes forward with a religious accommodation request, set up periodic check ins about upcoming religious events with the employee to avoid surprises. Regular meetings can provide an opportunity for employers to ask workers what kind of accommodations they expect in the next quarter.

               

By having a clear stance on religion in the workplace, you can defuse any potential tension. For help creating a policy addressing religious diversity at the workplace, contact your local Express   office to subscribe to our HR Hotline. A faith-friendly policy promotes trust and ethical behavior, helping establish you as an emloyer of choice for top talent