Religion in the Workplace:

Embracing Diversity and

Inclusion
Christina Claar
SBU 295
Seton Hill University
Introduction
Discrimination &
Accommodations
• Evaluating Requests for Religious Accommodations
• What is considered religion?
• What constitutes a religious belief, practice, or observance entitled
to Title VII protection?
• What is the employer’s obligation to reasonably accommodate an
employee’s religious beliefs or practices?
• Title VII of the Civil Rights Act – no discrimination on the
basis of religion
• No comments or remarks that would be considered
offensive
• No promotions or terminations resulting from religious
beliefs
Short Video: Reasonable Accommodations
 Types of
Accommodation
s

• Adjustments to
employee dress
code
• Provide private
space for prayers
• Understand
different holidays
and allow time
off
Summary
 References
Fowler-Hermes, J., & Gierbolini, L. (2014). Religious Accommodation in the Workplace: The Devil is in
the Detail. Florida Bar Journal, 88(5), 34–38.
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2017). Human Resource Management:
Fifteenth Edition. 2014 Cengage Learning.
Rouméas, É. (2020). Religious Diversity in the Workplace: The Case for Alternative Dispute
Resolution. Political Studies, 68(1), 207–223.
https://doi-org.setonhill.idm.oclc.org/10.1177/0032321719839316
van der Walt, F., Mpholo, T. S., & Jonck, P. (2016). Perceived religious discrimination as predictor of work
engagement, with specific reference to the Rastafari religion. Verbum et Ecclesia, 37(1), 1–9.
https://doi-org.setonhill.idm.oclc.org/10.4102/ve.v37i1.1524