Work Versus Religion

Since 1997, the US Equal Employment Opportunity Commission (EEOC) has received close to 54,000 complaints of religious discrimination; in 2015 alone, it oversaw $10.8 million in payouts to wounded parties. For many employers, it’s only a matter of time before religion and work clash, writes Kabrina Krebel Chang (CAS’92), a clinical associate professor of law & ethics, in a piece for Harvard Business Review.

Take mower and snow blower manufacturer Ariens Company. In 2016, the Council on American-Islamic Relations alleged the firm fired Muslim workers after refusing to accommodate requests for approved prayer breaks. The company, which argues that it respects the faith of its Muslim employees, is facing complaints at the EEOC and the National Labor Relations Board.

“Title VII of the Civil Rights Act of 1964 prohibits, among other things, religious discrimination in any facet of employment,” writes Chang. “Not only must employers not treat workers differently based on their religion, but when a conflict arises between a religious practice and a workplace policy, employers must also try to accommodate the employee.”

She suggests mandating—and enforcing—equal treatment of employees and regularly reviewing religious accommodations. According to Chang, it’s not just about keeping out of court: a 2014 Kansas State University study found that when staff are open about their religion at work, they have higher job satisfaction.