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Work and Quality of Life pp 429–447Cite as

Religious Diversity in the Workplace

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Part of the book series: International Handbooks of Quality-of-Life ((IHQL))

Abstract

This chapter discusses the effect of accommodation of religious and spiritual practices in the workforce from three approaches: a legal approach, one that focuses on preventing discrimination; a faith-friendly approach, one in which leadership may positively emphasize the importance of faith in the workplace; and one of respectful pluralism in which employees develop religious competency as needed. This latter approach borrows from healthcare. Religious competencies are learned skills and attitudes which help us understand religious values, both similarities and differences, and ease communication between and among customers, volunteers, and employees. I conceive of the quality of work life being increased by religious competency when the necessary ingredients to create respectful religious pluralism are in the workplace: support from upper management, recognition, and integration of religious groups in the workplace; partners in the community who can educate the workforce; a culture of respect; and measurement of a culture of respect.

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Notes

  1. 1.

    EEOC gives guidance to employers who adopt “new age” training on how to accommodate those employees who feel such training violates their own religious beliefs (EEOC Notice N-915.022, n.d.).

  2. 2.

    Hicks (2003, pp. 173–174) expresses this with three awkwardly worded principles: the presumption of inclusion, non-degradation, and non-promotion. That is, religious expression is permitted not withstanding any legal limitations; employees do not degrade other’s religious or spiritual beliefs, and employers do not promote a particular spiritual or religious view.

  3. 3.

    Hospitals have religious personnel associated with them. Many government agencies have chaplains that, at first glance, one would not expect. For example, the Maine Warden’s Service, a law enforcement agency, and a division of Department of Wildlife and Fisheries, has a chaplain. Miller (2007, pp. 127–132) discusses the role of corporate chaplains in a rather negative light.

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Authors and Affiliations

  1. University of Southern Maine, Portland, ME, 04104, USA

    Carolyn Ball Ph.D.

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  1. Carolyn Ball Ph.D.
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Editors and Affiliations

  1. Dept. Psychology, Radford University, Radford, 24142, Virgin Islands, USA

    Nora P. Reilly

  2. Pamlin College of Business, Dept. Marketing, Virginia Polytechnic Institute, Pamplin Hall 2025, Blacksburg, 24061-0236, Virginia, USA

    M. Joseph Sirgy

  3. , Psychology, Radford University, Russell Hall 444, Radford, 24142, Virginia, USA

    C. Allen Gorman

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Ball, C. (2012). Religious Diversity in the Workplace. In: Reilly, N., Sirgy, M., Gorman, C. (eds) Work and Quality of Life. International Handbooks of Quality-of-Life. Springer, Dordrecht. https://doi.org/10.1007/978-94-007-4059-4_23

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