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<div class="question__text">Based on the text, which of the following would NOT be considered religious discrimination? </div>
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class="custom-control-label" for="article-question-0-0">Asking a Catholic if they’ve given anything up for Lent. </label></div>
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class="custom-control-label" for="article-question-0-1">Asking an evangelical Christian not to leave gospel pamphlets on a community table. </label></div>
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class="custom-control-label" for="article-question-0-2">Asking an Orthodox Jew to work on the Sabbath.</label></div>
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class="custom-control-label" for="article-question-0-3">Asking a Muslim to continue to work through Salat al-zuhr (prayer at midday). </label></div>
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Skip to main content Home Library Language THE INTERSECTION OF WORK AND RELIGION THE INTERSECTION OF WORK AND RELIGION Print Two things you should never talk about at work: politics and religion. That was the old advice, right? Don’t stick your hand near the flame of controversial topics, or you might get burned. But is that actually advisable? David Miller, director of the Princeton University Faith & Work Initiative, says no. Workplace Culture of the Not-So-Distant Past Miller says that until recently, religion and spirituality have not been as actively supported as part of diversity and inclusion policies as have gender, race, ability, age, and sexual orientation. In fact, he says many workplace leaders “are devout but silent,” and believe it would be harmful to their careers to be open about their religious beliefs. But he argues that this line of thinking is the way of the past because it negates worldviews that are often completely intrinsic to a person’s life, and because Millennials and Gen Zers want to bring their whole selves to a business, it is discouraging the innovation and talent of future global leaders. Embracing Religion Under Title VII of the Civil Rights Act of 1964, workplace religious discrimination occurs if any of these conditions are met: an employer fails to reasonably accommodate employees’ religious beliefs applicants are required or coerced to abandon a religious practice in order to get the job applicants are required or coerced to adopt a religious practice in order to get the job employees are subjected to comments or actions about their beliefs that make the workplace feel abusive If your company has policies in place to ensure these discriminatory actions aren’t happening, then that’s a great first step, says Miller. But many organizations believe that simply maintaining the law isn’t good enough. They are striving to encourage the expression of religious beliefs in order to create a more unified team of employees. In 2015, the U.S. Supreme Court ruled 8-1 against the clothing company Abercrombie & Fitch in a religious discrimination case involving 17-year-old Samantha Elauf, a Muslim job applicant who wore a hijab. Per the company’s “look” policy, which at the time banned “hats,” she was denied the job, but since losing the case, the company has revised its policy to allow people to be more individualistic. Bonding Over Religion at Ford Motor Company At Ford, bringing an employee’s whole self to work is vital to the company, says Allison Trawick, global manager in Ford’s Office of Diversity and Inclusion in Dearborn, Michigan. And they’re putting their money where their mouth is. They’ve established the Ford Interfaith Network (FIN), which is led by a board of representatives of Buddhism, Catholicism, Church of Jesus Christ of Latter-day Saints, evangelical Christians, Hinduism, Islam, Judaism, and Orthodox Christianity. The group welcomes all religious and spiritual groups, and with their efforts, have established access to facilities after hours for meetings and prayer, and have passed the message of their common values like family, integrity, and personal industriousness through a company-wide newsletter. Daniel Dunnigan, FIN chairman, says that Ford’s celebration of religious diversity and the impact it has on culture creates loyal, happy, and engaged employees which is absolutely essential to success. Take Away: A study out of Kansas State University shows that people who feel religiously comfortable in the workplace have higher job satisfaction, which leads to a bigger payoff in the end for the companies who hire them. Work hard to make sure your company is as inclusive as it can possibly be in every respect possible. SHOW WHAT YOU KNOW Based on the text, which of the following would NOT be considered religious discrimination? Please provide an answer Asking a Catholic if they’ve given anything up for Lent. Asking an evangelical Christian not to leave gospel pamphlets on a community table. Asking an Orthodox Jew to work on the Sabbath. Asking a Muslim to continue to work through Salat al-zuhr (prayer at midday). Submit Answers Did you know? When chatting about accommodating a religious holy day or time, be sure to anticipate staffing needs and factor them into any policy in order to identify limits and possible areas of flexibility. That way business will continue as usual and a person’s rights will be upheld at the same time. FEATURE TOPIC THE INTERSECTION OF WORK AND RELIGION Two things you should never talk about at work ... read more Current THE DO’S AND DON’TS OF WORKPLACE RELIGION PRACTICES Since 2007, the number of complaints for religious ... read more VIDEO: HOW FRENCH BUSINESSES ARE FRAMING RELIGION According to Pew Research, there are roughly ... read more 1 2 3 × ×