Managing religious diversity at work

Question 1

Define religion? Legally?

Answer 1

Religion may include moral or ethical beliefs about right and wrong that are sincerely held with the strength of traditional religious views

Legally, atheism counts as a sincerely held belief and has the same protections

Question 2

Mention the 10 religions covered in the module!

Answer 2

Atheism - Atheists are people who believe that god or gods are man- made constructs.

Hinduism - A group of faiths rooted in the religious ideas of India.

Baha’I - One of the youngest of the world’s major religions.

Islam - Revealed in its final form by the Prophet Muhammad.

Buddhism - A way of living based on the teachings of Siddhartha Gautama.

Jainism - An ancient philosophy and ethical teaching that originated in India.

Candomblé - A religion based on African beliefs, originating in Brazil.

Jehovah’s Witnesses - A Christian- based evangelistic religious movement.

Christianity - The world’s biggest faith, based on the teaching of Jesus Christ.

Judaism - Based around the Jewish people’s covenant relationship with God.

Question 3

Mention some of the 10 less known religions?

Answer 3

Mormonism - The Church of Jesus Christ of Latter-day Saints.

Sikhism - The religion founded by Guru Nanak in India in the 15th Century CE.

Paganism - Contemporar y religions usually based on reverence for nature.

Spiritualism - Spiritualists believe in communicati on with the spirits of people who have died.

Rastafari - A young religion founded in Jamaica in the 1930s.

Taoism - An ancient tradition of philosophy and belief rooted in Chinese worldview.

Santeria - Afro- Caribbean syncretic religion originating in Cuba.

Unitarianism - An open- minded and individualistic approach to religion.

Shinto - Japanese folk tradition and ritual with no founder or single sacred scripture.

Zoroastrianis m - One of the oldest monotheistic faiths, founded by the Prophet Zoroaster.

Question 4

How do some employees desire to express their religious beliefs publicly? (6 common ways)

Answer 4

❑ Praying
❑ Fasting
❑ Clothing
❑ Taking time out for religious holidays
❑ Diet
❑ Displaying religious artifacts on desks

Question 5

What can the increased visibility of religion lead to in the workplace? (4)

Answer 5

1. Discrimination
2. Relational conflicts
3. Identity threats
4. Perceivers attribution of proselytism (attempts to “convert” others)

Question 6

What are the managerial implications for respectful pluralism? (5)

Answer 6

1. Requirement that all employees be mutually respectful in their relations with others – including those who express religious identities different from their own
2. Communicated through Diversity training
3. Train individuals in how to express their religious identities respectfully
4. Train perceivers in how to interpret expressions of religious identities from others
5. Share accurate information about practices of all faiths represented in the workplace

Question 7

What are common religious stereotypes of muslims? (5)

Answer 7

• Hate Jews and Christians
• Hate LGBT people
• Don’t believe in Jesus Christ or God
• Wear Turbans
• Promote groups like Al Qaeda and ISIS

Question 8

What are common religious stereotypes of jewish people? (6)

Answer 8

• Big Noses
• Dark haired
• White
• Rich
• Control the media and the banks
• Killed Jesus

Question 9

What are common religious stereotypes of christians? (5)

Answer 9

• Are hypocritical
• Judgemental
• “Bible-thumpers”
• Homophobic
• Only care about you becoming a Christian

Question 10

What are common religious stereotypes of atheists? (6)

Answer 10

• Politically liberal
• Hate Christianity
• Trample free religious expression
• Are immoral
• Do not respect others
• Are agents of Satan

Question 11

Mention three common legislations across UK and USA to protect religion?

Answer 11

❑ Equality Act 2010 (UK)
❑ Title VII of Civil Rights Act of 1964 (USA)
❑ 1st Amendment to U.S. Constitution (USA)

Question 12

Who and what is protected in the UK Equality Act 2010? (4)

Answer 12

◼ Religion includes any religion. People are also protected if they do not follow a certain religion or have no religion at all.

◼ Additionally, a religion must have a clear structure and belief system.

◼ Belief means any religious or philosophical belief or a lack of such belief.

◼ To be protected, a belief must satisfy various criteria, including that it is a weighty and substantial aspect of human life and behaviour.

Question 13

Under the Equality Act, when is it unlawful for someone to discriminate because of one’s religion or belief? (5)

Answer 13

◼ In any aspect of employment

◼ When providing goods, facilities and services

◼ When providing education

◼ In using or disposing of premises

◼ When exercising public functions.

Question 14

What are employers obligations? (3)

Answer 14

◼ Employer cannot discriminate against an employee because of religious observance and practice, unless an employer demonstrates that it is unable to reasonably accommodate the observance or practice without undue hardship

◼ Employer’s policy or practice must be religion neutral and of general applicability

◼ Reasonable accommodation applies to both economic costs, such as lost business, and non-economic issues, such as making an exception to a seniority system

Question 15

What are the legal guidelines with regards to practicing religion for employers? (4)

Answer 15

◼ Should permit personal religious expression, but workplace efficiency should not be sacrificed

◼ Employees must be allowed to wear religious garb (such as a cross, yarmulke, or Muslim head-covering) as long as it does not pose a safety risks

◼ Employees may discuss religion with other employees but must stop when an employee objects

◼ supervisor may speak to employees about religion, but not in a coercive way

Question 16

What does the inclusive interpretation framework discuss? (4)

Answer 16

1. Having to ‘prove’ religious faith for accommodations raises the fear of future discrimination or harassment
2. Broadening the interpretation of religion and spirituality reduces doubt and suspicion
3. Argues that forced religious accommodation promotes secularism and protects individual beliefs
4. Manager’s focus should not be on the legitimacy of the accommodation request, but on operational efficiency

= Sincere and meaningful beliefs held by individuals

Question 17

What questions does the framework for accommodations ask managers with regards to employees observance and manifestation requests? (7)

Answer 17

Does the employee have available leave time?

Will workflow be substantially affected?

Will employee productivity significantly decline?

Will the company be unable to meet production or service needs?

Will overall employee relations suffer?

Will employee or customer safety be jeopardized?

Will customer relations suffer significantly?

Question 18

What is the difference between manifestation and observance requests? (4 and 4)

Answer 18

Observance requests (outside the workplace):
• Holidays
• ritual or event
• sabbath days
• leave of absence

Manifestation requests (at work):
• Dress
• Symbols
• Proselytizing
• Informal meetings

Question 19

What are examples of best practices for religious accommodation at work? (7)

Answer 19

◼ Clear and well publicized policy on equality and diversity including religious diversity

◼ Awareness and sensitivity training and events

◼ Religious accommodation and expression

◼ Chaplaincy open to people of all faiths and none

◼ Provision of space for prayer and reflection

◼ Meeting dietary needs (Kosher, Halal, vegetarian, non- alcohol options etc)

◼ Religious diversity network

Question 20

How can firms accommodate for employees requests that entitles manifestation (outside the workplace)?(6)

Answer 20

❑ Work schedules - The most likely accommodation to be requested is flexibility in the regular work schedule to participate in some religious practice
◼ Allowing employee to make up hours
◼ Granting leave for religious observances
◼ Granting time or place to pray
◼ Allowing religious dress
❑ Not scheduling or holding meetings on religious days of observance
❑ Honoring dietary requirements at meetings or trainings

Question 21

What are some Reasonable Accommodation without Undue Hardship? (4)

Answer 21

❑ Employee is not necessarily entitled to accommodation of his or her choice
❑ The accommodation does not have to be cost-free to the employee
❑ Burdens on other employees matter
❑ Employee is not entitled to a complete accommodation if some part of the request causes undue hardship

Question 22

What is unlawful direct discrimination? (1)

Answer 22

• Employer not employing someone due to religious belief

Question 23

What is Unlawful victimisation? (1)

Answer 23

• Employer refusing to provide a reference due to personal beliefs of what that employer has done wrong from a religious perspective.

Question 24

What is religious harassment? (2)

Answer 24

1. companies can be held responsible for employers behaviour of harrassment. Employer is still responsible for staffs behaviour.
2. someone forcing upon employers if they don’t convert to his/her religion.

Question 25

What are the implications for leadership? (3)

Answer 25

1. Bringing the ‘whole self’ to work must include religious expression
2. Organisational structure and culture should support religious diversity
3. Critiques previous literature suggestion leaders should also be spiritual guides

Question 26

What does good and effective leadership require in this context?

Answer 26

1. Requires more than minimal adherence to laws.
2. Through either organisational policies or through informal norms, employees should know what is acceptable religious or spiritual expression at work.