Got Spirituality Questions? Visit A Woman's Journey
for information re topics from Angels to Yoga!
Got
Spirituality Questions? Visit A Woman's Journey
for information re topics from Angels to Yoga!
| Motivational Quotes | Free Spiritual, Religious and Motivational E-Cards |
Religious
Expression in the Workplace
Can Benefit Companies
________
| Diversity, globalization, global migration, the growth
of religions and the increasing desire for holistic ways of approaching life
are a few current issues that are focusing attention on spirituality and
religious expression in the workplace. With at least 2,200 individual religions and sects worldwide, more individuals are seeking a place for faith at work. In a 2001 study by the Tanenbaum Center and Society for Human Resource Management, 20 percent of human resources professionals surveyed reported an increase in religious accommodation requests over the previous five years. We don't want to acknowledge we, as a country, would have a problem with the honest expression of individual faith at work. After all, as a country and as a people, we believe in religious freedom and tolerance. Unfortunately, a great portion of our experience shows that belief to be an ideal, rather than a reality. Case in point: Earlier this year, the U.S. Equal Employment Opportunity Commission reported a significant increase in complaints of religious discrimination in the workplace. In fact, such complaints -- over issues as seemingly innocent as supervisors and co-workers wearing religious clothing or jewelry -- jumped a whopping 85 percent over the last decade. What a sad state of affairs we are in when people not only experience religious bias, but expect it. Setting an example It doesn't have to be that way. Businesses have the opportunity to foster religious respect in the workplace. And, in doing so, according to many experts, companies can find bottom line results from increased employee satisfaction, strengthened loyalty and commitment and increased productivity. Here are some ways employers can foster respect for religious diversity. ~~Leadership. There is no substitute for clear, insightful and supportive leadership. Owners, board members, managers and supervisors must clearly define the reasons the company is open to exploring religious expression the workplace, plainly state what the end results will look like, model desired behaviors, deal with issues in appropriate ways and remove barriers that get in the way of effective communication and inclusiveness. Though respecting faith in the workplace has many quantifiable benefits, there may be some employees who would be uncomfortable with this and their discomfort needs to be respected. It is critical that leaders maintain a non-anxious, open presence and expect that the beginning efforts may be a bit rough and uncomfortable. ~~Attitude adjustment. It is easy to say employers honor religious diversity because they put a Star of David next to the Christmas tree. But how much further towards true mutual respect does that kind of action take us? How does the company handle it when an employee wants to express his or her faith in a manner unknown or uncomfortable for others. It's time to ask the hard questions. What attitudes undermine the company's ability to be truly inclusive? Do employees feel comfortable sharing with a supervisor their desire to participate in particular religious practices? Can employees confidently express what religious accommodation means for them, how they would like to express their faith and how such expressions may be impeded by the work world? Are guidelines specific and fair, as well as inclusive of new, nontraditional and nonreligious belief systems? ~~Collaborative conversation. Another way to foster respect is to encourage education in the workplace. Learning about and sharing the religious beliefs and practices of employees promotes understanding. Employers can create opportunities for persons from different religious groups to share experiences. Such forums are particularly helpful if the company is involved in international business. Mandatory attendance, however, is not the path to take. Rather, employees should be allowed to choose whether or not they want to participate with the explicit understanding that their choice will not impact their employment at any level. ~~Compliance. For many companies, compliance with Title VII of the Civil Rights Act is a natural extension of overall diversity efforts. Written policies and procedures that include statements related to anti-discrimination, anti-harassment and accommodations need to be a living part of an organization's culture, not simply a binder on the shelf in the human resources office. Training, a clear complaint procedure that protects privacy, immediate and thorough investigation, prompt action when warranted and a system of checks and balances to ensure compliance are also critical elements in an overall religion in the workplace program. Nonetheless, even with all the right policies and procedures in place, the true hallmark of compliance is found in the ability to work out accommodations on an individual basis. It takes time, but can prevent the high cost of defending a discrimination charge. Tips Here are a few innovative business strategies that companies have embraced in recent years:
By Paul A. Parks This may contain copyrighted material the use of which has not always been specifically authorized by the copyright owner. Such material is made available in an effort to advance understanding of environmental, political, human rights, economic, democracy, scientific, and social justice issues, etc. It is believed that this constitutes a 'fair use' of any such copyrighted material as provided for in section 107 of the US Copyright Law. In accordance with Title 17 U.S.C. Section 107, this material is distributed without profit to those who have expressed a prior interest in receiving similar information for research and educational purposes. If you wish to use copyrighted material for purposes of your own that go beyond 'fair use,' you must obtain permission from the copyright owner. |
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