No, I don’t want to be part of your employee prayer circle.
And 3 questions every employer should ask about religious inclusion. Ready for some awkward revelations? Get settled in and read on for shocking stats and photos, and to challenge the way we all think about religion at work.
Each year on Martin Luther King Day, I watch Dr. King’s unforgettable speech, I Have a Dream. This video has been viewed more than six and a half million times. Maybe that’s because so many of us have the same simple dream of diversity and inclusion.
If you close your eyes to the black and white footage and just listen, you can get lost in that moment. It’s powerful. You’ll hear something important — the crowd is on fire— this is their dream too, their moment too.
They call back to Dr. Martin Luther King Jr. and thunders of applause and praise foam up around his voice ringing proud, clear and strong through the almost sixty-year-old recording, “I have a dream.”
And there’s a line that gets me every time, King’s final line:
“[W]e will be able to speed up that day when all of God’s children, black men and white men; Jews and Gentiles; Protestants and Catholics will be able to join hands and sing in the words of the old negro spiritual free at last, free at last, thank God almighty, we are free at last!”
MLK looks larger than life here, his arms extended wide on that sunny August day, and the crowd erupts at a fever pitch that’s palpable across space and time. It’s a moment that like King’s legacy will live on forever. The speech centers around freedom, diversity and inclusion — calling for all of us to join together.
And, you have to ask where would we measure up to Dr. King’s standards today at work?
Not just as a society at large, which while we’ve made progress, is arguably not post-racial. In fact, white nationalism and hate groups are actively on the rise in the United States.
Take a look at this collection of photos by Chris Buck where he “flips” racial dynamics and norms on white women. Here’s a sample of an alternate universe he peers into with acceptable cultural norms for white Americans reversed that will shock you into awareness of some alarming racial dichotomies.
What would King think of dynamics in our modern workplace, including religion? Because, and let’s be clear, these aren’t post-racial times and they aren’t post-religious times either. Words like diversity and inclusion can be over hyped and fall painfully flat in our modern work culture.
So, let’s talk about what diversity and inclusion should mean in the workplace.
Diversity refers to who’s working: who is recruited, hired, and promoted by an organization. In that way, diversity is the representation of a universe of traits and experiences in a company’s workforce. These characteristics include, but aren’t limited to gender, race, physical ability, religion, age, and socioeconomic status.
Gallup defines diversity simply as “the full spectrum of human demographic differences.”
Inclusion is all about how employees feel in their workplace. An organization’s workforce can be diverse, but if employees don’t feel represented, valued or welcomed then that company isn’t inclusive and can’t perform to their full potential, according to Bonusly.
The problem is, many workplaces are bursting with dialogues and feel-good mantras on diversity without actually focusing on the inclusion part. Diversity is plastered with company values on the walls, but beyond having people who represent different backgrounds and life experiences, they don’t necessarily understand what inclusion means or should look like.
According to Bonusly, 67% of job seekers consider diversity an important factor when searching for a new employer. And that isn’t shocking when you learn that 45% of American workers have been victim to some form of discrimination or harassment in the last year, according to Gallup.
Dr. Martin Luther King, a pastor himself, was ahead of his times in recognizing religious diversity and the need for inclusion across those groups in his famous I Have a Dream speech.
Many employers are still finding their way through the dark in doing so. Being a religious minority can be daunting, and it’s easy to forget how scarce these minorities really are so let’s look at some numbers:
In the United States, Buddhists make up less than half a percentage of the population, Muslims make up 1.1%, Jews make up about 1.8%, Atheists 3.1% and Agnostics make up 4%.
By comparison, 65% of Americans identify as Christian and 23.9% identify specifically as Catholic (about 23 times the number of Muslims or Jews).
The topic of religious diversity and inclusion is one I’ve been involved in more than once at past employers with corporate identities and mission statements centered around diversity. And while no one’s been vindictive, there’s usually a complete lack of understanding. And let’s be real, it has to be difficult to relate to someone who has a different set of beliefs and holidays when most of the country observes yours, even closing businesses on those days.
Here are three questions every employer should ask to promote religious diversity and inclusion at work:
1. Are we planning around all holidays?
If you are having major company events or meetings over high holidays for your team members of religious minorities then you aren’t being inclusive — period. Think all-hands meetings, celebrations, QBR’s, anything important.
With some fast research, your Human Resources team should be able to quickly identify dates to avoid to keep morale and attendance rates high.
Floating holidays are also a great way for members of religious minorities to be able to observe their own holidays without dipping into their sick or vacation time which employees don’t have to do for Christmas day.
2. What religious organizations does our organization affiliate with and fund?
Whether or not you realize it, religion probably plays a dramatic role at your company with a significant time and financial investment behind it. So, it’s important to assess which religious organizations you invest company and employee funds and time in on a regular basis.
If you’re giving back to the community in a way that only represents one religious group then you’re going to run into some real issues with inclusion. Do some research into the charitable organizations you’re partnering with, their mission and practices.
Do yours and employee donations go towards indoctrinating their organization’s religion in addition to whatever goods or services are provided? When your team members are going onsite to give their time will they be exposed to religious propaganda like bible verses on walls or asked to participate in prayer? (Please let them know beforehand.)
Even a seemingly innocuous “optional” prayer circle is bound to make volunteers feel pressured to participate, and those who don’t are going to feel isolated and alone at an event that’s supposed to be about bringing people together to give back.
Investing in religious nonprofits can help with important causes, that’s undeniable. And if your organization is doing anything to give back, then congratulations, you’re already making an important difference.
However, some employees may not be O.K. with contributing their time or funds to an organization that converts other members of religious minorities (including their own). Or, giving back to one that doesn’t accept members of other communities, (including LGBTQ), into their own.
I’ve heard that it’s tough to find charities that aren’t religiously affiliated, it isn’t. If you’re trying to make a difference while being inclusive, here’s a list of non-secular nonprofits that benefit children to get you started.
3. How do employees feel about the role religion plays in our workplace?
This all circles back to inclusion and making your team members feel safe, valued, engaged and involved at work — whether that’s in the office or offsite at company events. Surveying employees is a good way to see where your company needs to include more team members.
And if you have an open door policy, then you need to be open to feedback. That means if someone opens up about a problem they have with inclusion in your workplace — religious or otherwise — it’s important to make that employee feel heard and respected. Shutting them down or acting defensive is the perfect way to make that person feel even more isolated as an outsider. Please remember the courage that it takes to speak up, even if you don’t agree.
Sharing an experience as a member of a minority group is a painfully vulnerable moment. It’s terrifying to try to change the status quo. And it isn’t an attack on business as usual, but an attempt to make a difference and bring more people together in the process. It’s hard to stand up and can be incredibly isolating, but I’ve always thought of these words from King in doing so:
“The time is always right to do what’s right.”
Remember, anyone who comes forward with a concern is not attacking you or your organization. In fact, they are looking out for your company, your culture and your ability to retain diverse talent.
Anyone who uses their voice to talk about building inclusion isn’t just spouting off opinions. The reality is they are bravely and selflessly putting their own job security and reputation on the line to share in that hopeful dream of inclusion.
