While seasonal festivities and office holiday parties are common this time of year, companies continue to grapple with the most appropriate way to include everyone. As the workplace becomes increasingly diverse, how can companies ensure their employees’ year-end festivities don’t offend—or lead to discrimination charges—while maintaining the importance of religious holidays to those who celebrate them?
DiversityInc has compiled a collection of best practices from religiously inclusive workplaces and data from the DiversityInc Top 50 to help your company navigate the cultural competence and legalities of religion in the workplace.
Ask DiversityInc: How Does Your Company Handle Religious Holidays?
When allowing employees to celebrate the holidays with tasteful decorations and celebrations, how do organizations make sure that those who don’t celebrate are not offended?
Best Practices on Religiously Inclusive Workplaces
Employers must provide “reasonable accommodations” for employees’ religious practices, per Title VII. But what exactly does that mean?
Laws on Religion, Dress & the Workplace
What’s permissible and what’s not? We spell out the legal precedents for you.
Ask the White Guy: My Managers Are 95% White, Christian–Do I Have a Chance?
What can a person do if they’re in a company where the in-crowd goes to a certain church?
Ask DiversityInc: How Can Diversity Management Measure Religious Inclusion?
Can religion be represented/highlighted as a primary diversity metric in an overall assessment?
Ask the White Guy: What About Religious Expression?
How much religious expression in the workplace is acceptable? CEO Luke Visconti discusses the difference between proselytizing and religious expression.
Ask the White Guy: Are Traditional Christian Values Part of Diversity?
Does diversity management mean ignoring those who hold traditional Christian values?