Diversity Workplace Religio Annotated Bibliography Borstorff, P.,

¶ … Diversity Workplace religio

Annotated Bibliography

Borstorff, P., Arlington, K. (2010). The Perils of Religious Accommodation: Employees' Perceptions. Proceedings of the Academy of Legal, Ethical and Regulatory Issues, 14 (1), 1-6.

The Perils of Religious Accommodation: Employees' Perceptions attempts to analyze, and to a certain degree to quantify, the effectiveness of employers in the workplace in their allowance for differences in faith in terms of religious observance for their employees. The primary methodology for this particular source was to conduct a voluntary, confidential online survey of 80 people with gainful employment to determine their opinions about the effectiveness of their varying employers' work-related policies regarding religion. Significantly, the majority of those surveyed (83%) were of Christian faith. Findings revealed that employers are not doing enough to accommodate for the differences in religion found in a country (U.S.A) with increasing levels of immigration and religious diversity. Approximately half of the respondents indicated that their companies had a clear means of expressing their policies on diversity, while other responses which illustrated a similar dubiousness of workplace diversity policy consisted of issues of around food, holidays, and attire.

Strauss, J.P., Sawyerr, O.O. (2009). Religiosity and Attitudes Towards Diversity: A Potential Workplace Conflict? Journal of Applied Social Psychology, 39 (11) 2626-2650.

The most important factor for properly comprehending Religiosity and Attitudes Towards Diversity: A Potential Workplace Conflict? is the proper definition of a few key social and ecclesiastical concepts which were researched and applied towards workplace interaction in a voluntary, two-week long survey of 220 graduate and undergraduate students. Essentially, this survey sought to determine how two fairly conflicting conceptualizations of religiosity (which in the article is defined as the viewpoint of religious people towards issues which are decidedly not religious), immanence orientation and religious fundamentalism, relate to a pair of precepts of diversity. Immanence orientation is a point-of-view which is tolerant of similarities and differences; religious fundamentalism is the viewpoint which adheres to one religious source as the only accurate means of regarding moral and non-moral issues. Both of these concepts were applied to the diversity issues of attitudes towards homosexuals and differences in cultural and social make-ups. The results of the survey, which were generally aligned with the level of tolerance or intolerance mandated by the two viewpoints of religiosity were then considered in regards to their effect in workplace behavior and constructs including training, socialization, and effective interaction between employees.