Religious Observance in the Workplace

Religious faith is an essential part of many people's lives. It defines their identities and influences the ways in which they live.

Sincerely held religious belief can also encourage bonding, mutual understanding, and the development of trust in the workplace, but it can be a flashpoint for conflict, too.

For example, otherwise amenable co-workers may respond with hostility if they feel that their faith is not being respected. And people who fail to understand different religions, or the idea of religion in general, may experience unexpected problems and even litigation.

This article lays out the issues around religious observance, and helps you to deal with them effectively.

The Importance of Religion

Faith is the cornerstone of life for billions of people worldwide. For example, more than 2.4 billion people identify as Christians, 1.8 billion as Muslims, and more than 1.1 billion as Hindus.

In the U.S., 71 percent of people describe themselves as either "highly religious" or "somewhat religious," according to research by the Pew Research Center. [1]

That figure has declined since the organization first researched the issue in 2008, but diversity has increased. More people identify themselves as members of non-Christian religions, for example.

And business has taken note of the huge numbers of religious workers, with the development of "faith-friendly" workplaces, for example, where religious expression is not just tolerated, but celebrated.

What the Law Says About Religious Observance

Legalities vary from country to country, from the theocracy of Iran to the secular democracy of France, as does the attitude of the law toward religion in the workplace.

Most liberal democracies have legislation that protects people's rights to practice religious faith, and prevents discrimination against them. These laws apply at work as well as in wider society.

In the U.S., the First Amendment to the Constitution guarantees the right to hold a religious belief and to practice one's own religion, so long as it doesn't violate the law. Title VII of the 1964 Civil Rights Act also prohibits discrimination on the basis of religion, among other aspects of identity.

In the U.K., the 2010 Equality Act collates several strands of antidiscrimination law, including discrimination on the basis of religion. It aligns the U.K. with the Equal Treatment Directives of the European Union.

Some nations' legal codes are more closely tied to their dominant religious practice. In Saudi Arabia, for example, Islam is the only officially recognized religion. China, by contrast, allows a range of religious beliefs, but keeps them all under state control.

Religious Observance Issues in the Workplace

Religious beliefs can conflict with workplace needs in various ways. For example:

• A Seventh Day Adventist Christian might feel unable to work on a Saturday but be relaxd about being called in on a Sunday. A Baptist would likely feel the opposite.
• A Buddhist might not want to work on parts for a weapons system, but may feel comfortable producing other electronic items.
• People from a range of faiths might prefer to avoid events that involve alcohol, or which take place where others drink alcohol.

Clashes between individuals sometimes occur, too. Conflicts can arise between people of different religions, or between people who belong to different denominations of the same faith. (For example, Protestant and Catholic Christians may not wish to work alongside each other in areas that have a history of conflict between the two. The same may be true of Sunni and Shia Muslims.)

Conflict can also occur between believers and nonbelievers. Mutual suspicion, exclusion and ridicule are possible, particularly where one group outnumbers the other.

Questions may also arise as to whether religious observance should be more important than other life choices. Smokers who are limited to a certain number of cigarette breaks per day, for example, might wonder whether it's fair that religious workers are allowed prayer breaks.

Dealing sensitively with faith-based issues like these can make a positive difference to team harmony, and help your organization to retain its people.

Conversely, organizations that ignore religious commitment, or manage it poorly, can face serious problems. For example, the U.S. Supreme Court found that retailer Abercrombie & Fitch had discriminated against a Muslim woman by not hiring her because she wished to wear a hijab at work.

Seven Steps Toward Managing Religious Observance

The following steps can help you to negotiate the sensitive issues of religious observance in the workplace, and help religious and nonreligious co-workers to understand one another.

1. Develop a Neutral, Secular Approach

If you have a diverse range of religious team members, be sure not to favor your own beliefs, or those of one group over another.

While you need to accommodate sincerely held beliefs and respect personal boundaries, you won't want the office to become a talking shop for religious issues, where people lose sight of organizational goals and productivity.

Equally, members of staff have a responsibility to their organizations, and should not let their religious beliefs or disagreements affect performance, unless they have genuine grievances.

2. Know the Law

It's crucial to be aware of your legal rights and responsibilities, as a manager or co-worker. In the U.S., the legal position on discrimination at work is spelled out by the Equal Employment Opportunity Commission. In the U.K., information is available from the gov.uk website and through the Advisory, Conciliation and Arbitration Service (ACAS). [2]

Be aware of local legislation and customs, too, if you manage dispersed teams in different locations. Develop your cultural intelligence, particularly in areas where there have been historically bad relationships between members of different faith groups.

3. Operate a Zero-Tolerance Policy on Harassment

Be alert for signs of harassment by or against members of faith groups, and be clear that you won't tolerate it.

Harassment might take the form of basic rudeness and dismissiveness, or more serious behavior, such as verbal abuse.

Remember that discrimination can be both direct (such as refusing to employ a Methodist because he's unlikely to socialize with co-workers in a bar) and indirect (such as having working hours that prevent Orthodox Jews from getting home before sunset).

Also seek to avoid discriminatory practices at all stages of employees' careers in your organization, from recruitment through day-to-day working operations.

4. Be Ready for Clashes

The potential for religious intolerance and conflict is particularly high in some workplaces, especially in places where religious conflict is an everyday fact of life outside of work.

Seek to prevent clashes by stressing that your organization treats all faiths with equal respect and expects its employees to do likewise. Make this a key principle of your company's values, and implement policies and processes for dealing with faith-based conflict, so that you can react promptly and enable reconciliation.

5. Educate Yourself and Others

Encourage an open company culture that emphasizes two-way communication between groups and individuals and promotes learning about the beliefs held by your team.

Help everyone to understand that religion is a matter of sincerely held belief, and of duty – not just a matter of personal preference. It's also a good idea to offer training in what sort of behavior is and isn't acceptable to particular faith groups, to promote understanding and goodwill.

Encourage your team members to make you aware of their specific needs, and to become familiar with what matters to them. People are individuals, and two co-workers may not think or act in the same way just because they share a religion. Also, some people with a religious affiliation may not talk openly about their beliefs, but their beliefs still matter.

6. Encourage Employee Resource Groups

Employee Resource Groups (ERGs) are groups within organizations, based on employees' shared identities. These can include religious faiths.

ERGs foster diversity and inclusion. They can also assist with recruitment and retention, and give their members a voice in the organization. Although they could be open to abuse if they get involved in office politics, ERGs will more likely be a positive force in your organization.

Make sure that ERGs are subject to your HR policies, and be aware of discrimination legislation before setting one up.

7. Make Accommodations

Show that you're pleased to accommodate the needs of religious co-workers. For example, you could:

• Put up a religious holiday calendar. This will reassure religious people that the company respects and appreciates their beliefs, and will educate others about those religions.
• Provide a suitable space for religious observance. This could be a multi-faith room or a simple dedicated area.
• Adapt social events to welcome people of faith. Make these inclusive by, for example, providing nonalcoholic drinks, labeling food, and being mindful of the off-site locations that you use.