an article by Betsy D. Gelb and Teri Elkins Longacre (University of Houston, USA) published in Business Horizons Volume 55 Issue 5 (September–October 2012)
Abstract
Because federal law protects an employee’s right to religious accommodation, managers cannot ignore the issue of religious diversity. The matter is far broader than simple legal compliance, though.
Certainly, managers need to better understand the laws protecting employees’ rights for accommodation and prohibiting disparate treatment, religious harassment, and retaliation. However, they also need to understand the various opportunities and challenges associated with acknowledging religious diversity.
Concerning opportunities, research suggests that allowing employees to express aspects of their religion can enhance their work lives and, thus, the value they place on the organization.
Furthermore, respect for religious diversity can encourage a useful mindset for communicating with other stakeholders in areas from advertising to the sports interests of salespeople.
Since learning more about a range of faiths can lead to greater skills in working with diverse groups, we offer information on Prothero’s God Is Not One: The Eight Rival Religions That Run the World – and Why Their Differences Matter [£6.20 on Amazon.co.uk] and on different religions’ practices associated with death-related issues.
In conclusion, we provide insight regarding the benefits of acknowledging religious diversity while respecting those who identify with no religion, and we do so without opening the door to proselytizing.
Hazel’s comment:
Obviously where this article quotes law it is American Federal or State law to which it refers. However, readers of this blog should not dismiss the article for this reason. The equality and humanity issues are the same the world over.
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