Editor’s Note: Article from DEI in Communications class at the University of TN / Chattanooga where I spoke on religious diversity.
Corporate America makes up nearly 45 percent of American employees. Each of those employees represent diversity in some form or fashion, representing an array of languages, cultures, classes, and religions. With these diverse aspects comes considering dealing with differences between employers, co-workers, CEO’s, etc. Religious Diversity seems to have the most significance when it comes to conflict or dealing with strategic communication. Religious Diversity plays an essential role in Corporate America, especially today in the age of Social Media and the public seeing what corporations are “all about.”
How a big corporation such as Delta, Nike, Target, Verizon, etc promotes being accepting of religion, no matter what religion, is essential from a Public Relations standpoint. Yes, they might look good on the outside to the public for consumer satisfaction and revenue, but it’s not always equally reflected within these corporations. Religion is defined by Equal Employment Opportunity Commission (EEOC) by saying; “Religion is not limited to traditional, organized religions, but also includes religious beliefs that are practiced by a small group of people and are not part of a formal church or sect.” (SHRM 2008) Religious diversity really shows itself with respect in how employers handle accommodating time off for religious holidays. According to most corporate Human Resource Managers, they report they work with ”most” religious holidays meaning Easter, Thanksgiving, Christmas etc- and not including holidays such as Diwali, Yom Kippur, Ramadan, etc.