Accommodating and Controlling the Expression of Religion at Work

It might seem odd but God and the workplace are not separate spheres of people's lives. People's beliefs in God and religion don't disappear when they walk into work. Instead religion is often part of people's lives whether they are at work, school, home or at the gym. No matter where they go they still hold religious beliefs. Because religion doesn't exist in a vacuum employers must learn to deal with religion in their workplaces.

According to a Newsweek poll 91% of Americans believe in God and 87% adhere to a specific religion (Braiker, 2007). 82% of people say they are Christian while 5% say they are either Muslim or Jewish. Thus there is definite dominate Christian belief that exists in the majority of workplaces.

Consider the comment be a devout Baptist "live a life of continuous improvement and act in a way that would make Jesus smile on a daily basis and allow others to see Jesus through me." When asked about his belief in religion at work he states, "It is a great place to teach people about Jesus!"

This belief in evangelizing other workers can create resentment, tension and even encampments among workers. People of other religions might feel resentful that others are constantly questioning their beliefs, trying to get them to convert and treating them as though they are heathens. What should an employer do if people are feeling harassed about their religion?

Good Corporate Policies:

Dress Code: Employers can require appropriate clothing that doesn't interfere with a person's right to religion. Therefore small crosses, necklaces and other expressions of religion are appropriate but "in your face items" must be tucked in. Requests for exceptions must be in writing and will be considered on a case-by-case basis.

Harassment Policy: The Company should clearly state that religious, sexual, ethnic or any other form of harassment will not be tolerated. The company should also require that the employee relations department or human resource department be informed of potential harassment immediately. Conduct a thorough investigation and take appropriate action. Putting this material into the employee handbook, the orientation, and bulletin form emphasizes its importance.

Literature Policy: Employees are not allowed to distribute unapproved literature to other employees on or off the premises. By having an unapproved literature policy you are restricting people's ability to evangelize others with offensive materials, religious books, etc. The policy also has a second benefit of minimizing advertisements for items, party directions, etc.