Beginning with this issue, Legal Developments will feature an analysis about a particular theme of workplace practice, along with a selection of key news about law and litigation related to it. "Religion at Work" is the first such theme.
Religion is currently one of the most challenging aspects of managing workforce diversity for employers, particularly in global organizations. Below are some observations of overall trends and developments that have surfaced over the past 18 months in the data that ORC Worldwide regularly collects on corporate practices in diversity management from more than 200 global organizations, followed by a selection of illustrative news items.
Part of Inclusion or "Check It at the Door"?
While compliance with antidiscrimination laws, 1 policies, and accommodation principles is widely understood and accepted when it comes to religion at work, employers continue to struggle with the concept of a religious workplace. Many companies are unsure of whether they have a duty, or inclination, to go beyond the prohibition of discrimination to address religious differences and practices as part of broader diversity management initiatives. Since 1998, ORC has observed a trend towards employers' increasingly addressing religion in their inclusion initiatives, although there are many companies that still shy away from permitting religious employee network groups and other benefits that are provided to other employee groups (women, GLBT, racial/ethnic minorities).
Globally, Growing Religiosity . . . and Atheism
The spread of evangelical, conservative forms of Christianity in the United States is well-documented, but not limited to this country. In fact, evangelical Christianity is now widespread in the Caribbean and Latin America, and quickly growing in Africa.