As managers deal with differences and similarities involving gender, race, age, sexual preference and country of origin, it is logical that belief systems will be a component. Additionally, employees themselves are becoming more insistent these days that their employers accommodate their religious observances. In fact, religious discrimination claims filed against employers have increased by more than 30 percent in the past six years, according to the Equal Employment Opportunity Commission. Understandably, this creates consternation in business. But people do not hang up their humanity when they walk through the company's door.
Religion is most certainly a factor in shaping values and ethics, professionals agree.
When these expressions occur, most corporations don't know how to handle them, whether they are manifestations of organized religion or sincerely held unorthodox creed. The latter, according to the EEOC, includes atheism and religions the employer may not be aware of or may feel are ill-founded. People climb into their silos and stay there until the day is over, then go home. This mentality, he adds, does not make for productivity, motivation, commitment, loyalty or high morale. It benefits business to understand not only the latter but also the spirit of religion.