No matter where you turn you’re going to meet people with varying spiritual and religious beliefs. Everyone has the right to choose what religion he or she wishes to follow, but does he have the right to bring those beliefs into the workplace?

Generally there is a very defined line between work and religion; a line that keeps each completely separate. While employers won’t discriminate against employees based on their religious beliefs, they may or may not have rules regarding religious displays within the workplace.

Here’s where the line gets a little fuzzy. Perhaps your company has a dress code governing hairstyles, clothing choices, and even makeup. What if one of these rules contradicts and individual’s religoius beliefs? Are you required to make an exception to the rule? In most cases you would need to do so in order to avoid being accused of harassment or discrimination.

I’m familiar with at least one or two organisations that prohibit employees from decorating their office spaces for the holidays. They company itself chooses to display holiday season adornments that are not targeted at any specific religious holiday. They feel this will keep their employees in the spirit of the season without creating discontent because one religious group is represented more than another.

The truth of the matter is that the workplace today is comprised of a myriad of different genders, races, and religious beliefs. While you and your organisation may take a “religion free” stance when it comes to defining your workplace, this doesn’t mean that different individuals won’t challenge that decision or that you won’t inadvertently make a comment that is misconstrued as discrimination or harassment.

The moral of the story: be careful what you say and do, regardless of your own religious beliefs. Are you prepared to handle religious controversy in the workplace? Have you had a difficult situation in your office already?

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve your Management Skills”

Workplace diversity comes in many forms. One such issue you’re likely to encounter at least once or twice is the issue of religion in the workplace. In most scenarios, there will be question regarding whether or not your company or organisation will make accommodations for workers of varying faiths.

Take XYZ Corporation, for example. XYZ has three shifts, and employees are rotated monthly so that no one person has to spend too much time on the late shift or early morning shift. A problem arose when Joe, who had thus far only worked the early or mid-day shifts, was suddenly required to work the late shift. What was the problem? He was a strict follower of a certain Jewish sect and needed to be home before dark on Friday evenings. A meeting with his supervisor was held to draw up an effective time management plan. Fortunately, there was another employee who was able to trade shifts with Joe and management was flexible enough to make an exception based on his needs.

We’ve heard of similar stories. In the United States, there was a factory in a town with a heavy Muslim population. Some wanted to stop working during business hours to pray, while others wanted to leave work during the day on Fridays to attend a prayer group. The managers of this organisation, sensitive to the needs of both their company and the community, were able to juggle employee schedules so that everyone had the time they needed without missing extra hours of work.

You may be faced with similar issues at some point during your career. You’ll find men who refuse to work for a woman in a superior position. Others will refuse to adhere to dress codes that they feel conflict with their religious practices. Some employees will stand firm in their beliefs, while others will be more likely to compromise. The question is whether or not you’re prepared to sit down and speak with your employees in order to get a better understanding of where they’re coming from and what they need. Effective management means being sensitive to your work group.

Have you experience something similar to this in the past? If so, what did you do to remedy the situation? I look forward to hearing from you!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”