How Can Diversity Management Measure Religious Inclusion?

May 25, 2012 8:33 pm
How Can Diversity Management Measure Religious Inclusion?

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A. We’ve assessed best practices for diversity management and religious inclusion for several years, including religious employee groups, which generally follow two models—all-inclusive of many religions (Ford Motor Company, No. 47 in the 2011 DiversityInc Top 50, has pioneered this) or a focus on individual religions (American Express, No. 14 in the 2012 DiversityInc Top 50, is the leader in this with Christian, Jewish and Muslim groups).

The key to all those groups’ successes is that they are inclusive (anyone can join, including people not of that or any faith) and they are educational, with a primary goal of educating employees about the religion and its members. They cannot ever proselytize or promote anything that is exclusive of anyone else (this primarily surfaces with some religious groups arguing against the inclusion of LGBT people).

Outside of the groups, DiversityInc also measures in the DiversityInc Top 50 survey whether companies make religious accommodations for employees (usually in the form of hours and dress but also including prayer rooms) and whether they allow employees time off for religious holidays. The Tanenbaum Center for Interreligious Understanding (www.tanenbaum.org) has a lot of information on this and on national trends around the issue.

For more on religious inclusion, read Muslims & Stereotypes: Do They Really Hate Us?

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