Articles by Levick Experts

While the separation of church and state is a cherished political principle, there’s a growing trend among corporations to embrace religion in the workplace as they seek new ways to create stronger organizations, develop winning business strategies and build more efficient work forces.

Overlooking old taboos against talking about God at work, companies far and wide – including carmakers, food chains, and financial services companies – enlist chaplains instead of employee counselors or social workers to help employees deal with life’s trials and tribulations. Some credit religious lifelines for reducing annual turnover by as much as 300%.

It’s even not unusual to find a little mysticism mixed into management style. Morning briefings and talk on the plant floor are filled with religious or spiritual lessons culled from books by Ivy League MBA-trained authors who double as power-tie shamans. Evangelical executives from the Bible Belt to all points east and west attend prayer breakfasts, drawing business tactics from biblical passages, from best-selling books like Jesus CEO, and from what-if scenarios based on the phrase What Would Jesus Do? (or WWJD).

Meanwhile, fundamentalist Christians advise their brethren to conduct “religious takeovers” of companies in Christ’s name. Some regard co-workers as potential recruits, creating file cards that detail colleagues’ spiritual progress.

This 9-to-5 religiosity stems from the pervasiveness of religion in America. The Gallup Organization found that 95% of Americans believe in God, and 48% of workers talk about God at work on a daily basis.

The spiritual and religious revival may boost productivity but companies should be aware that it also sets a tone for internal conflict. The Equal Employment Opportunity Commission (EEOC) reports a 48% hike in the number of religious discrimination charges in a 10-year period, making it the fastest-growing type of claim from 1995 to 2005. Companies have also been conflicted about incorporating religion into firm-wide diversity and affinity group programs.

Many firms are therefore careful to stress interfaith messages in the workplace. They are required to make “reasonable accommodations” for employees’ religious needs. Title VII of the Civil Rights Act of 1964 offers these protections, so long as employees do not create hostile work environments through harassment about one’s faith. 

Some companies offer Muslim employees a place and the time to pray during work hours. Others resolve to stick to moral messages common to the great religions, such as practicing the Golden Rule or believing in the interconnectedness of actions and things.

Companies must walk a tightrope strung between freedom of expression and religious freedom. An internal communications plan is vitally important, especially if there’s potential for internal conflict or legal action.  A communications program is the first line of defense, to reassure clients, customers, and shareholders that religion has only a proper place in company affairs.