Posted on 12/03/2008 1:47:43 PM PST by flowerplough
...Religion is such a huge part of life for many people that it cannot be ignored even while they are at work.
"What motivates a lot of people is closely related to their faith," says Joe Lewis, secretary of the Ford Interfaith Network (FIN) at Ford Motor Co. "It gives them a lot of energy and inspiration, and for some people, it's already the foundation of their moral activity, and you certainly want people to act morally in the workplace. So to keep it out means that instead of bringing the whole of the employee and the best of the employee into the workplace, you're keeping some of it out."
"It's very important to recognize that religious faith is very central to many people and they can't check their faith at the door," says Neal. "I think the basic awareness that organizations need to have is that people bring their faith, spirit and religion to the workplace already, so if you're talking about "should we [allow religion in the workplace]," I am sorry, but it's already happening when people walk in the door."
Employers and employees can accommodate individual religions by making small adjustments to the workplace. Things such as prayer or meditation rooms, employee-resource groups that cater to religion such as Ford's FIN group, personal time off to celebrate religious holidays, and the general respect for others and their differences can make religion in the workplace friendly while still meeting the everyday requirements of running a successful business.
(Excerpt) Read more at diversityinc.com ...
No. Modern corporations make employees undergo diversity training to reeducate them to parrot that homosexuality is not a sin.
Wow you seem to have a religious conviction about religious eviction.
I think you should ask some of the companies why they are engaging in the social activism that they are that does not advance the market share or business objectives of the company. Too many companies have been infiltrated by liberalism and push the agenda through charitable sponorships, reeducation, etc.
I think private business owners should be able to make their own decisions about what works best for their employees. I just can't take the hypocrisy with which “diversity” is currently touted as a policy.
To some extent, I agree. But I doubt this would have become an issue if not for Muslims demanding it. They certainly wouldn’t have given Christians this kind of consideration. Now, perhaps they might, just to look evenhanded.
But the thing is, as a Christian I just ask God to sanctify my work, I don’t ask my employer to provide prayer rooms or foot baths, or toilets facing away from Mecca.
I agree. On the other hand, if a person is doing his job just fine, but has a Bible his desk, how does this hurt the employer?
Personally, I'm a Christian before I'm an American and before I'm a Republican. It would be hard for me to “check” my whole being at the door. I will state my beliefs and take the consequences. I don't push my beliefs on others because I believe the Spirit calls those He will, but I won't back down from what has been given to me freely.
We shouldn’t offend the muslims, atheists and homosexuals. They’re a protected minority.
ALSO from Diversity Inc:
http://www.diversityinc.com/public/3164.cfm
7 Things NEVER to Say to LGBT Coworkers
No. 1: “I suspected you were gay.”
No. 2: “I’m sorry.”
No. 3: “Why did you tell me that?”
No. 4: “Which bathroom do you use?”
No. 5: “We are not close enough for you to share that information with me.”
No. 6: Referring to coworkers as “she-male.”
No. 7: “What do you like to do in bed?”
Bow to the corporate socialists. You must undergo re-education, comrade.
It depends of course.
The fact that you belong to a specific religious group should not determine whether or not you are hired or fired; only your behavior should.
If said behavior affects your performance, then no. You don't have a right to practice your religion on someone else's time.
According to Diversity Inc. there is NO QUESTION that it is OK to bring sexuality into the worlkplace.
Same would apply to a person's religion.
No. 5: "We are not close enough for you to share that information with me."
Not all employees are interested in their coworker's personal lives. If you feel a colleague may have shared too much information, you can simply say, "Thank you for telling me that," says Peel.
Why "thank" them? To thank someone means you are thankful. I'm not and I wouldn't be.
I suggest making it clear that you aren't interested in their personal problems. Nothing offensive, a simple: I'm not interested.
No. 6: Referring to coworkers as "she-male."
There has been a lot of uproar these days over this phrase. Transgender employees often are the brunt of culturally insensitive jokes and comments.
Poor baby is being made fun of because she-he-it is a freak! Awww!
If you're a freak, you're going to get picked on. Doesn't matter if you're the single white guy at a company or a 6'3" black guy that likes to dress up as a woman. If you're a freak - different from the norm, expect flak.
No. 7: "What do you like to do in bed?"
Sexual questions and comments are always off-limits. Not only do you run the risk of offending a colleague, you are also teetering the line of sexual harassment. It's important not to be confused between trying to understand someone's personal life and inappropriate sexual harassment, warns Kevin Jennings, executive director of GLSEN.
A sexual comment is always off-limits... unless it is coming from a freak? Telling me you like getting your backdoor banged SEXUALLY HARASSING ME.
I can't go thru the entire list. I'm pissed enough already.
Slap an "is" somewhere in there.
No.
You let one religion through that door to exercise its religious demands and you will get more. Better to let none of them start what would become a mess at least and a war at worst.
I keep a Watctower magazine in my cubie, right next to the Amway catalog and the Soldier of Fortune magazine, the combined effect makes for a lot of privacy:-)
“Personally I think one’s religion should be checked at the door while at work. If a person’s religion conflicts with their line of work then that person should find a different job.”
First, I dismiss this, assuming that I understand what it means. It has been my experience, based mostly on Christian and Jewish employees, that their faith makes them better employees (I see no conflict between my religion and good work ethics). If you are referring to sermonizing I agree that this not welcome in the workplace (fellow employees can normally handle this, but if it persists, the employer may have to take action). On the second part, I agree, each prospective employee should know what the job entails and be prepared to do it, or find other employment.
I have had on occasion people who did not want to work on Sunday (most had no problem) and at least one that didn’t want to work on Friday night. That was always taken into consideration as long as they were willing to do alternate hours to make up the difference. Had more trouble with people who didn’t want to do a particular job because ... well they just didn’t want to do it.
I should add one note, however, it is a WORKPLACE, the Church, Mosque, or Synagogue is down the street, when you get off.
I had a good friend who was so careful NOT to abuse his right of free speech and company time that he would not discuss his faith on the job. He would tell guys who ASKED him, "lets talk about that at break" or tell them to get with him at lunch time. He led a bible study after hours in one of the meeting rooms. He actually got much more respect that way than some of the lay preachers who were to be frank, shirkers. During Christmas, the plant manager asked him if he would sing Christmas Carols over the plant loudspeaker (he had a fabulous voice!). He initially protested that he was not being paid to do that, and the manager said, "well, TODAY you are!" He is now a pastor, but the story is a good one on respecting boundaries.
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