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Religion and the Modern Workplace

Freedom of religion is a constitutionally protected right in Canada. Freedom of religion allows religious believers to have the freedom to assemble and to worship without limitation or interference. However, freedom of religion has not always been granted in the history of Canada. There are numerous religions, and workplaces should be aware that an individual religious employee may have varying beliefs from other religious employees. Employers are required to provide reasonable religious accommodations to their employees. Employers also need to effectively incorporate Christians, with diverging views, into a diverse workplace culture for the workplace to be successful.

The workplace culture has continued to evolve and change over time. Modern workplace employees and employers are now faced with different challenges than previous generations of workers. Technology has changed modern workplace interactions as workplaces have opportunities to become more global and diverse. However, religious employees can still bring skills that will benefit the workplace when these employees are properly integrated with the skills of the non-religious affiliated workers.

Inclusion has become an increasingly important concept for workplaces. Equality forms the foundation of inclusion. Employers must understand that equality does not necessarily mean treating everyone the same, but rather appropriately taking into consideration the differences of employees. Inclusion focuses less on what makes people different and more on creating a workplace environment that encourages employees to bring various perspectives, contribute a variety of ideas, and where employers can be appreciated for all aspects of their diversity in the workplace. There are benefits to creating an inclusive workplace environment. Inclusive workplace cultures develop organizational practices and goals that allow employees having different backgrounds to be treated equally within the workplace. Inclusive workplaces generally have higher job satisfaction, lower employee turnover, higher productivity, increased employee morale, improved problem solving, additional creativity, and an improved quality of employees through better hiring and retention practices.

The integration of work and faith is an ancient concept for some countries. Employee integration is an important component of a successful workplace. The values that workplaces need for long-term effectiveness are similar to the values exhibited in the major religions such as loyalty, compassion, respect, integrity, humility and a belief in something greater than the job or the individual employee. Employee integration can be easier when a culture of respect, tolerance, and acceptance is established within the workplace. Diversity is based on a positive attitude to differences, along with recognizing that everyone is unique and that these differences should be respected for the benefit of the workplace. Workplaces need to develop employee integration strategies that will allow the workplace to maintain success in the future.

Employee integration strategies should recognize the strengths and weaknesses of individual employees. Diversity encourages the individuality of employees and the unique qualities that the employees can bring to the organization by seeing differences as a valuable resource to a workplace. When diversity is acknowledged and respected employers can find new ways to maximize and capitalize on the different skills and ideas. Employees that feel valued and respected are much more likely to be actively engaged or put forth their best efforts for the workplace. Employee integration is more effective when employees feel as though their relevant input is valued. Employers should eliminate employee stigmas and reduce conflict or issues that develop between employees. Employers need to promote a safe and healthy work environment especially as new employees are integrated into the workplace. A diverse workforce brings a unique set of experiences and perspectives, which are essential for developing new ideas and innovations. The management of workplace diversity focuses on integrating individual differences into the workplace to benefit both the individual employees and the organization. Communication is also an essential factor that will contribute to the success of any workplace.

Workplaces can significantly benefit from inclusion and diversity. Progress still needs to be made toward the goal of workplaces becoming more inclusive and diverse in the future. However, employee integration strategies should still remain effective when these strategies are implemented properly to improve the productivity, wellness, and success of future workplaces. Religious employees can provide unique skills and values that will benefit workplaces when these employees are properly integrated with other diverse groups of employees along with non-religious affiliated employees. Each employee should be made to feel valued, included, and respected. Future technology will continue to transform workplaces as employees will utilize various new skills to complete assigned tasks. Workplaces could potentially use improved technological advancements in communication that would make workplaces even more globalized. Employers and employees must cooperatively develop a positive workplace culture consisting of good habits, policies, procedures, and values that will allow the workplace to meet various challenges while remaining successful in the future.

Sources:
Benefits of Workplace Diversity and Inclusion
Diversity and Developing an Inclusive Canadian Culture
Diversity Management for the Modern Workplaces
Diversity in Canadian Workplaces: The Present Building to the Future
Integrating Health and Safety in the Modern Workplace
Stats Canada
Workplace Integration Strategies

This article was contributed by volunteer blogger Shan Simpson.

J2DW is crowdfunding!

Hello everyone,

We are excited to announce that we have taken the initiative to set up a crowdfunding campaign to make it easier for you to contribute to our causes.

Our team sat down a few months ago and came up with a number of goals we would like to achieve over the next few months, but we hit a dead-end in trying to achieve these goals because of a limitation of our financial resources. So that is why we set this campaign up, and we are absolutely confident that you will help us raise these funds.

To give you a better overview of the plans we have for the use of these funds, we have summed up three of our main priorities to achieve once we have the funds:

  • Acquire a service business and restructure it so as to serve as role model business for the message of diversity and good employee management. This business will be profit generating so as to contribute funds to other sectors of J2DW.
  • Campaign and raise awareness of the problem of diversity in the workplace. Too many people are still very ignorant about the issues that exist, and this is in our opinion, unacceptable.
  • Dive deeper into the research of the roots of the problem. Why is diversity still a problem in the workplace? We want to figure out the answer to this daunting question once and for all.

    • In addition, funds will also be set aside to fund a new scholarship that was recently created by the Board.

    The Doris Tretter memorial scholarship for diversity in the fine arts will help youth in our communities be able to access fine arts education at the post-secondary level.

    In addition to or instead of a financial contribution, you can:

    1. Post to Facebook and social media – The more people who hear about us, the more likely we are to meet our target. 

    2. Share with your community – Call your friends, tell your co-workers, make an announcement at your organization’s event to spread the word. 

    Generosity (the platform we’re using, run by Indiegogo) has zero platform fees, so your donation goes farther to help us reach our goal. 

    So please help us by contributing to the crowdfunding campaign. Any donations will be greatly appreciated!

    Join our crowdfunding effort today!

    Why No One Talks About Leveraging Workplace Diversity Anymore

    Diversity is a variation and variety of differences within a group of people. Leveraging workplace diversity fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization. Diversity is an inclusion of individuals representing more than one national origin, color, religion, socioeconomic status or sexual orientation. In the workplace, a diverse group of people can be considered as a team. Diversity extends beyond gender, race, age, education, disability, religion, sexual orientation, background, and family situations. Our challenge is to build a workplace where everyone feels valued and respected. There are several benefits of workplace diversity. However, the differences between people can have positive or negative consequences depending upon if these people are being effectively utilized within the workplace.

    Inclusion is a feeling of belonging, being treated fairly, and providing people with an equal opportunity to be successful in the workplace. Employees should feel comfortable about their workplace environment, be allowed to express their appropriate ideas, be encouraged to collaborate with other employers or employees to develop strategies for solutions to workplace issues, and also be fully engaged as a productive member of a team. Individual employers and employers’ ideas should be allowed to remain genuinely authentic, because their specific life experiences, skills, or ideas can be a significant asset to a workplace.

    An inclusive workplace enables workplaces to embrace the diversity, richness of backgrounds and perspectives of our people. Inclusion also encourages workplaces to leverage their employees’ diverse talents to arrive at effective organizational solutions. Inclusive workplaces allow everyone to have equal access to opportunities. There is also open communication and information sharing as well as shared accountability and responsibility. Research has shown that a diverse and inclusive workforce is more productive and innovative. The diversity of Canada’s population is expected to increase significantly in the next two decades which should provide more opportunities to strengthen workplaces by infusing a wider range of beneficial ideas through inclusiveness. By 2017, visible minorities are expected to represent one in five people in Canada’s available workforce. However, workplaces are still reluctant to employ visible minorities as approximately 17% of Canada’s visible minorities are currently employed.

    The benefits of having cognitive diversity in the workplace are generally the same benefits that workplaces try to attain through strong leadership and great communication. Cognitive diversity is considered as a more inclusive and collaborative form of diversity where people feel empowered to create and implement their ideas. This type of diversity can create a workplace environment of ingenuity and innovation when various diverse groups come together to successfully with the common purpose of obtaining the goals of the workplace.

    There are different levels of cognitive diversity which are the primary, secondary, and organizational levels. The primary level consists of the legal aspects of diversity. This level factors are generally more focused on compliance to various laws or requirements regarding age, ethnicity, sexual orientation, physical or mental abilities, race, and gender of employees. The secondary level considers workplace factors such as social status, nationality, location, and the overall level of educational experiences. The secondary level also is concerned with the personal differences of individuals composing the workplace teams. The organizational level considers the level of effectiveness at which people are operating within a business. The organizational level introduces factors such as proper team functioning, workplace location, team division or sector issues and career motivation. This level also aims to improve the interactions and communication within the workplace. An analysis of problem-solving techniques is also generally conducted at this level of cognitive diversity.

    Substantial criticisms of cognitive diversity exist as some people question its effectiveness after cognitive diversity is implemented in the workplace. Cognitive diversity requires that employers help the individual employees become fully aware of their strengths and weaknesses. The cost can be significant in regards to developing techniques that allow each employees’ strengths and weaknesses to be properly identified. Workplaces, with limited resources, may find it to be impractical to adequately address employee weaknesses even though doing so could improve the overall quality of a workplace. Dividing people into diverse groups or teams could potentially create more workplace issues if people in the teams are not willing to cooperatively work together to achieve the workplace goals. People can process information differently which makes it challenging to use resources effectively to develop training programs that will maximize the potential of the individual employees. Cognitive diversity assumes that people can work together and realistically some people may always struggle to relate to their team members in order to be able to work cooperatively with them. It can also be challenging for employers to fully understand each interaction that takes place between their employees, especially when some interactions can be “hidden,” or non-verbal communication, to come up with solutions to barriers to communication and other important factors that can negatively impact a workplace.

    Workplaces should assess whether cognitive diversity will be beneficial to their organization. A workplace’s success typically depends upon its ability to embrace diversity and also to realize the benefits of diversity. However, taking full advantage of the benefits of workplace diversity is not without its challenges such as communication barriers, resistance to change, ineffective implementation of diversity policies, and improper workplace diversity management. Strategies should be developed to effectively address these barriers to allow workplaces to be more productive and successful. Attitudes toward diversity originate at the top and filter down to the employees. Management cooperation and participation is required to create a culture that is conducive to the success of an organization. A diverse workforce that feels comfortable communicating varying ideas and experiences can assist a workplace to achieve its objectives and goals.

    Source: Statistics Canada

    This article was contributed by volunteer blogger Shan Simpson

    Related articles

    This may be the future for diversity!

    The future of diversity, what exactly is it? And how does it apply to the workplace environment and the employee?

    The possible future of diversity may evolve based on how we think about topics related to diversity. For years, we have known that diversity plays a major part in creating an organization that is capable of functioning better in the long run.

    The future of workplace diversity is becoming more reliant on how we think about others and our surroundings in all workplaces. Some studies have shown that if people are more educated about diversity and human rights, it has positive effects which can increase productivity in the workplace.

    The topic of diverse thinking is not a relatively new topic. It has been around for a few years. Diverse thinking may have a chance to be able to grow and become a more recognizable topic.

    There are a few tips that can be used as guidelines:

    • Recreate interview questions, to allow for an honest and open minded answer from potential employees.
    • Create a workplace that will offer and encourages new ideas.

    This article was contributed by volunteer blogger Samantha Walton and edited by volunteer editor Louis Moran.

    Diversity vs Equality

    Equality is ensuring individuals or groups of individuals are treated fairly and equally with no less favourable treatment, specific to their needs, including areas of race, gender, disability, religion or belief, sexual orientation and age than any other employee receives. Diversity recognizes, respects and values peoples’ differences to contribute and understand their full potential by promoting an inclusive workplace atmosphere for employers and employees. It is essential that our culture respects and includes people from different backgrounds. An inclusive workplace would help organizations to create better products, spread new markets, and gain more resources which will strengthen the organization.

    Workplace equality and workplace diversity are very different concepts. However, equality in the workplace is largely dependent on an acceptance of diversity in order for there to be equal treatment in the work environment.  An equality of opportunity means that qualified people have the same chances of landing a job, being promoted, and contributing ideas that are acted upon in the workplace. Workplace equality can be promoted by examining the hiring and promotion practices to ensure that minorities have as much opportunity as non-minorities. In addition, an organization should have strong policies that ensure employees treat each other fairly. Workplaces should have zero tolerance for discrimination and harassment, equal pay for equal work, and reasonable accommodations for their disabled employees.


    Every employer and employee should be willing to accomplish their fair share of the work in workplaces. My previous employers have fairly worked with me to ensure that I was able to complete the assigned tasks while still maintaining an equal workload that was reasonably comparable to the workload assigned to other employees. Those experiences have taught me that communication is a very element that assists workplaces to be successful.  However, there still are some significant accessibility that could be better addressed which has caused less employment opportunities to be available to me in this American town. Progress has been made to raise awareness of workplaces issues, but certainly more effort could be made to further address the awareness of these vital issues globally within our workplaces.

    This article was contributed by volunteer blogger Shan Simpson.

    Diversity vs Inclusion

    Diversity v. Inclusion. What are they? Aren’t they the same thing? Personally, I would have to say no. Diversity, to me, looks like a workplace where people of different creeds, colours, race, religion, sexual orientation, ability and gender are represented. Management decide who is hired and is a part of the team. That is how a diverse workplace is created, but this does not ensure that employees feel a sense of inclusion.

    In the workplace I consider myself a minority. I am a South Asian woman and I am an immigrant.  I moved to Canada as a child, so many people find it difficult to believe that English is not my first language.  I have heard many  stories of people struggling to feel accepted in their workplace, but I have never really felt such an experience.  Throughout my 11 years in the workforce I have worked in a variety of areas; childcare, mental health and most recently, legal services.  In my experience, people have been inclusive, curious and kind.  I have been asked numerous questions about my background and culture.  Some questions were funny, “So….what is underneath the turban that men wear?” and some were serious, “How do you plan on raising your children since you and your husband are two different religions?” (I am Hindu and he is Sikh).  Personal experiences have shown me people are sometimes unaware of my cultural background and beliefs, but are more curious than anything else. I have been honest and open and have tried to answer questions to the best of my ability and usually the response I’ve received from my colleagues is, “Wow, that’s neat and different”.  The more open and honest I have been with my colleagues, the more comfortable they feeling asking me questions and expressing their feelings.  This openness and candor has allowed me to experience a sense of inclusion in the workplace.

    An employer decides who to hire and that is how a diverse workplace is built.  But inclusion depends on more than just who is hired.  Employees have to be open and comfortable with themselves and their background and colleges in the work place must be respectful and open to listening.  All parties must feel heard and respected only then can an environment of diversity be sustained.  In a global world all colours, creeds, backgrounds and races are interacting with each other on a daily basis.  Inclusion in the workplace comes into fruition when respect and openness are a part of a working environment.

    This article was contributed by volunteer blogger Parul Datta.

    Age Diversity and the Workplace

    Age diversity is the ability to accept all different types of ages within a workplace environment. A workplace composed of different age groups creates an environment where each generation brings different skills and talents to the workplaces.  Each employee brings attributes and attitudes that have value to the workplace and each has a role to play in the success of workplaces.

    Workplaces are becoming increasingly diverse in age. This increase in age diversity is creating a workplace environment that is rich with experience and maturity as well as youthful exuberance. Workplaces that employ workers in a broader range of age have the advantage of creating a dynamic workplace with a diverse range of skills.  Employers need to develop strategies that will allow age diversity to be an asset to workplaces as each employees’ potential is maximized.

    Age diversity is a reality in today’s workplace, and will only increase in the future. Workplaces will be more successful when employers gain an understanding of how to effectively blend the age diversity together to utilize the full potential of each of their employees. Workplaces that encourage age diversity can inspire all of their employees to perform to their highest level of ability. In contrast,  a workplace that is heavily composed only of people in a particular age demographic runs the risk of becoming obsolete.

    Every employee can benefit from being exposed to new ideas and thinking. Younger employees will typically have a better understanding of modern technology while older employees will bring more years of experience. So developing a diversity of both younger and older employees could be very beneficial within the workplace.  Interacting regularly with the different generations in the workforce can add different perspectives and an understanding of the various approaches differing generations take in the workplaces and their daily lives.  Employees of all ages can add value to workplaces, and will be important components in the diverse workplace of the future. The age diversity has improved in the modern day workplace, but employers still need to be more aware of the potential beneficial aspects of promoting age diversity in the workplace.

    This article was contributed by volunteer blogger Shan Simpson.

    Gender Diversity in the Workplace

    Gender is normally a factor that influences the role that people have within their society.  Societies expect specific behavior patterns from the two genders.  People are expected to behave in a certain way which makes them an acceptable part of the society. The difference in these gender roles can be observed everywhere including the workplace.  Apart from the physical differences, there exist the mental differences which distinguish both the genders. Females are generally stronger in their language skills which enhances their writing skills while males are stronger in their visual skills.

    Males and females have specific attributes to contribute to the workplace. Gender differences consist of both physical and emotional factors. These physical and emotional characteristics influence the behavior of males and females in the workplace. Various psychological and physiological factors allow men and women to differ in perception. These differences in perceptions can be an asset to workplaces when gender differences are managed correctly by employers. Employers should be willing to accept gender diversity within the workplace and encourage input from both genders when important decisions are being made.

    Some organizations still are hesitant to maintain an adequate gender diversity within their organization. For many years the dominant group in the workforce was always men, but in modern times this has begun to change as there has been an increase of women in the workforce and upper management positions. This change has made it necessary for managers to develop practical techniques and strategies to successfully manage a more mixed gendered workforce. In many workplaces an overhaul of all operating practices would be required to retain women and enable them to take on management positions in large numbers. There still needs to be more progress made to increase the gender diversity within workplaces, but with the implementation of effective strategies gender diversity can be a significant asset.

    This article was contributed by volunteer blogger Shan Simpson.

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