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There is a growing interest in spirituality and religion in the context of the workplace. Individuals are affected by many factors such as ‘religious beliefs, norms and practices of others and need to develop awareness of the issues, and processes to manage religion at work. Religion can be problematic, because religion is not like other characteristics (e.g. disability, gender and disability), it is an acquired property consisting of a set of beliefs that can be dynamic in nature.

Not only religiousness, but also spirituality and mindfulness inevitably became influential factors in employees’ values. It is common practice for individuals to have personal views on religion and spiritual matters in the workplace. This has created some difficulties for today’s managers because many managers do not understand some religions, and this can create discrimination in areas like time-off provision, dress codes, food and accommodation.

Employers should give great importance to religious diversity and respect it.
Otherwise, litigation can be brought into the agenda, which can outweigh the cost of accommodating discrimination. Religion and spirituality are directly related to work, because duties in the workplace can sometimes be in conflict with religious beliefs. Some workers may avoid working in a particular job because of religious constraints. Sometimes, it is also possible to encounter religions being discriminative in the workplace.