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.
Many employees regard their jobs as an extension of family.
Additionally, explicit in most of the great religions is the sanctity of work. But if values count, Thiemann adds, it is important to be aware that religion might have an impact on the ability of people to buy into corporate values and missions. In his book, Thiemann says religions should be given a voice in public and business arenas, providing they honor constitutional protections of equality and toleration. Make sure the policies are consistent. Thiemann's advice is identical to the EEOC position.