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Interreligious conflict
Religion in the workplace
Freedom of religion and belief in the workplace
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Recommended: Interreligious conflict
The circumstances, images and fallout related to September 11, 2001 have caused many Americans to revisit their spiritual beliefs in attempt to process the horrific events of such an unimaginable day (Smith, 2003). In the years since the Fall of 2001, employees have developed an increasing desire to integrate their personal spirituality and religious beliefs with their professional lives (Cunningham, 2010). Managers are now faced with the difficult task of accommodating the varying spiritual beliefs of their workforce while tactfully mitigating religion-based issues in accordance with Title VII.
Food Consumption
When Maya failed to consume the majority of her dish after announcing her hunger at a recent business luncheon with colleagues, many were confused about her behavior after she went on to order desert. Maya’s choice not to eat the chicken and mashed potatoes accompanying her lunch could have been the result of a number of factors including: Maya’s choice to live a vegan lifestyle, specific food avoidances which include chicken and potatoes, serious allergies to ingredients used in the preparation of both items or religious beliefs related to the consumption or preparation of the food. Because Maya’s behavior was not connected to her personal work performance or her coworkers’ perception of her performance, management could choose to disregard the concerns of the other employees unless Maya elicits a conversation regarding her decision not to eat the food items. If Maya does feel that she owes her coworkers an explanation, a brief meeting with each would enable her to relay the circumstances behind her behavior. If her decision not to eat the food items was religion-based, Maya will likely need to be prepared to face qu...
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...t deal to religious observers who wish to be free from discrimination"(Ruan, 2008, p. 3). Management’s ability to interject during times of disagreement and misunderstanding may help diminish the chances of belief-based discrimination within an organization. At minimum, organizations should strive to comply with Title VII in an effort to reduce the opportunity for future litigation related to the religious views in the workforce.
Works Cited
Cunningham, G. (2010). The influence of religious personal identity on the relationships among religious dissimilarity, value dissimilarity, and job satisfaction. Social Justice Research, 23(1), 60-76.
Ruan, N. (2008). Accommodating respectful religious expression in the workplace. Marquette
Law Review, 92(1), 1-32.
Smith, J. (2003). Marketing that's good for the soul. Marketing Management, 12(1), 52.
In accordance with Title VII of the Civil Rights Act of 1964, any hiring, terminating, and other terms and conditions of employment utilized as means of religious discrimination against an employees is prohibited. Unless, the workers religious request was causing their employer undue hardship. These acts are mandated that employers reasonably accommodate their full time employees’. Reasonable
In 2005 the Air Force was devastated by allegations of religious harassment and discrimination at the Air Force Academy. Seven years later, Air Force leaders are still struggling to find an appropriate balance that will continue to allow airmen their religious freedom while honoring their commitment to duty. The debate over religion and duty came to the forefront again in February when Lt. Gen. Ronnie Hawkins gave a presentation titled “Ronnie’s Rules” at his first commander’s call. In it included two references to God. The first was when he stated, “Always put God first and stay within his will,” and the second, “Always remember God is good,” concluded his brief. Some members of Lt. Gen. Hawkins staff were offended by his brief and reported him to a military watchdog group known as the Military Religious Freedom Foundation. Airmen throughout the service have mixed reactions towards “Ronnie’s Rules.” Some have said that he should be allowed to talk about his personal beliefs, while others viewed this as undue pressure on subordinates to follow his faith. It is these types of views that are dividing the Air Force.
Moore investigates the attitudes, behavior, and perception of Americans regarding their respective individual sacred and secular lives. He is interested in the roles of popular culture and religion and in addition, how popular culture affected the shift in boundaries between sacredness and secularism, particularly how these practices shape American religion. We live in a complex society and social structure that is structured with norms and values that they themselves structure the way we interpret and interact with others.
Just as there is a variety of identities involving race, gender, and class, so too are there a range of religious identities. Byzantine Catholics, Hindus, born-again Evangelicals, atheists, agnostics, and Buddhists are only a few religious identities I have encountered in America. This environment, at best, allows religious variety to be understood and embraced—and at worst, divides us. In Acts of Faith, author Eboo Patel discusses his belief that the “faith line” will define conflict and concord in the 21st century.
I find comfort and security in knowing that love and forgiveness, regardless of my mistakes, is never withheld. Not believing in something greater than myself soon leaves me in the darkness and despair of the unknown and I feel like the meaning and purpose of my life is robbed from me. My religion also impacts my nursing practice. I have faith that God hears our cries and prayers. I believe that he does answer them, although it may not always be in the way that we want, expect or understand. If a patient of mine is struggling I can turn to God for assistance in caring for one of his children. If they happen to disclose their beliefs and are open to talking about them, I can walk beside them on their journey with life and death. An individual’s beliefs, culture and diversity impact actions and behaviours in the workplace (Harris,
Title VII of Civil Rights Act of 1964 prohibits intentional discrimination on the basis of religion and requires an employer to make reasonable efforts to accommodate religious practices of employees unless doing so would cause undue hardship to employer. Overall the number of EEOC cases with regard to religious discrimination has nearly doubled from 1997 where the reported cases were 1709 annually to 3721 cases in 2012 (US EEOC, 2012). The rise of cases in the US is primarily due to further diversity in the workplace and the employees embracing expressions of faith. Examples of religious discrimination in the workplace are varied from the basis of one’s dress or clothing, refrain from working Sabbath or religious holidays or antagonism between cultural or religious groups leading to harassment. Management strategies need to be identified and discussed with employees in the same manner as other components of employer’s diversity policy. The following is an example of a request for time off work to observe the Sabbath. In EEOC v. Thompson Contracting, Grading, Paving, and Utilities, Inc., No. 11-1897, the EEOC sued the company for failing to accommodate a request to not work Saturdays made by an employee who alleged he followed the Hebrew Israelite faith (Jones and Erickson, 2013). After Mr. Yisrael refused to work three different Saturdays, Thompson terminated his employment. Mr. Yisrael then filed a complaint with the EEOC. The job as a dump truck driver was infrequently called to work Saturdays but did so due to recent weather conditions. The employer would have had to hire substitute drivers for the time frame in order to cover his shift. In so doing, the employer would be incurring additional costs beyond normal ...
All branches of military service can fully expect full-length beards, tattoos, piercings, and turbans amongst the ranks of military service members while in uniform! Senior leaders should be aware of Department of Defense (DOD) policy change in regards to religious accommodations of service members, because of the impact these changes will have on all branches of the armed forces of the United States. This paper will state the background related to the DOD religious accommodation policy, discuss the effects on uniform standards, and provide recommendations for change to the current policy.
In this article, the woman in question is Carole Smith, a security worker at a major airport who identifies as a Wiccan witch. She has had numerous incidents of workplace complaints from those she works with and she herself has filed complaints against her coworkers unrelated to her religion. However, all of these serious complains came in after her report of religious discrimination. These c...
Because of the diversity and impact that religion has on the lives of Americans, the individual belief should be treated as equal, not t...
De Vaus, David, and Ian McAllister. “Gender differences in Religion: A Test of the Structural
Snider, M. A. (2004). Viewpoint discrimination by public unversities: student religious organizations and violations of university nondiscrimination policies. Wash. & Lee L. Rev., 61, 841
For the purposes of this study I have defined cultural identity as the feeling of self-definition an individual has which is formed through a sense of belonging to a certain group. In this presentation I will be looking specifically at the effects of religion to this sense of cultural identity.
The consideration of religion and personality from a psychological perspective logically seems to stem from the desire to evaluate correlations to increase the understanding of humanity and potentially improve human development or well-being. The findings from research conducted as well as the challenges associated with the inquiry of the relationship of religion and personality serve to inform our understandings.
Vorys, Sater, Seymour and Pease LLP. (2002, October). Religious discrimination – Accommodating differences in the workplace. Retrieved from: http://www.vssp.com/CM/Articles/articles871.asp
Discrimination based on or derived from religion has been a cause of significant suffering. Prejudice directed against people based on their religious beliefs, practice, identification or association has resulted in a wide range of discriminatory practices. Prejudice and discrimination based on religion continue to be problems even in countries that otherwise has achieved a high level of religious diversity. Prejudice based on religion has been used to justify discrimination against those with different religious beliefs, individuals of various ethnicities, those who are not exclus...