Religious Diversity

            For centuries after the founding of the United States, Americans had been able to balance work and religion with very few obstacles. People lived in homogeneous communities and most religious observances were the same for most. Today, with varied work hours and a much more diversified workforce, the challenges facing religious diversity in the workplace are endless. 

            Many employers attempt to keep religion and the workplace separate. However, certain situations arise where people need time off from work or are required to dress according to their religion. People need a day off or time during the day to observe their Sabbath or people are required to wear a turban or a hijab. Workers are then faced with the decision of sacrificing their beliefs or sacrificing the job. Many of these disputes end up in courts.

            The United States is now the most religiously diverse developed country. Also, studies show that the citizens value their religions more in their daily lives. The Pew Research Center reports that six out of ten Americans say religion plays a major role in their lives. All other developed countries have reported half that ratio or less. This trend has amplified dramatically leading into the new century.

            Immigration has increased, bringing with it many religions and beliefs. ” In 2001 the American Religious Identification Survey concluded that the number of people within the United States who characterize themselves as Christian dropped from 86 percent in 1990 to 77 percent in 2001.” (Estreicher) Also, the amount of immigrants from the Middle East has increased eight times from 1970 to 2000. Many of these people who are Islamic bring practices that do not fit into employers’ Judeo-Christian framework.

            Islamic people have very strict grooming and dress requirements as well as a five time daily prayer schedule. Companies have to accommodate these practices individually. Difficulties inevitably arise. A group of Islamic firefighters from Washington, D.C. challenged a policy requiring them to shave their beards. A woman working at the Alamo Rent-A-Car challenged a policy not allowing her to wear her headscarf during Ramadan. Numerous cases have also arisen due to the aftermath of the September 11 attacks. These cases consist of physical and verbal abuse to Islamic employees in the workplace.

             The discussion and practice of religion has become much more acceptable in the workplace. Companies have groups of employees who all share the same religion that practice together. Some companies, such as Ford Motor Company and American Airlines, have created groups within the organization to manage religious issues. These groups deal with accommodation issues, take consultations from employees to answer questions and even organize religious functions. These companies have reported that the groups stimulate employee recruitment, morale and retention. 

Title VII and the Civil Rights Act of 1964 are federal regulations governing religious accommodation and discrimination. States also have statutes related to this topic. Religious discrimination issues arise in cases of hiring, firing or promotion; physical or verbal harassment; and religious accommodation. The EEOC (Equal Employment Opportunity Commission) is responsible for enforcing Title VII. Their job is far from simple. Title VII is vague in its guidelines. It simply states that employers cannot discriminate due to religion. Religion is defined as "all aspects of religious observance and practice, as well as belief." This includes decisions of right and wrong and also states that religious practices do not have to be consistent with the main religion, but can be individualistic in nature.

This vagueness creates countless questions on when and how to apply Title VII. Because each person has their own individual beliefs, employers cannot be aware that their policies infringe on their beliefs. They have to take each case and accommodate or challenge it accordingly. Some religions have tattoos that go against a workplace’s dress code. Some have hairstyles that go against safety regulations. Some have beliefs that won’t allow a practitioner to perform some part of their immediate job description.

In General, for employers to be successful in accommodating religious diversity, they need flexible policies, attentiveness and respect for religious diversity, intolerance of all forms of prejudice, and proactive stances toward addressing the concerns of all workers. In 1997, this was proven not to be true for most companies. A survey done by the Society for Human Resource Management showed that only 19 percent of companies included religion in their diversity training and only 13 percent accommodate the needs of different religions. Companies need to create a mechanism that allows for the open discussion of religious discrimination issues. Corporate America can no longer afford to run from these issues, especially because of their high value in the public eye.