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Peterson v. Hewlett-Packard: Diversity, Religion & Employment Law

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Abstract

This paper analyzes the employment law case of Peterson v. Hewlett-Packard, in which an employee was terminated after posting religious quotes opposing homosexuality in response to the company's diversity campaign. The paper evaluates whether Hewlett-Packard's actions were reasonable, whether the court's balancing of religious freedom against anti-discrimination obligations was appropriate, and how a more effective diversity program might have been designed. Drawing on the Civil Rights Act of 1964, the analysis concludes that the employer acted appropriately and that Peterson's termination for insubordination was legally and ethically justified.

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What makes this paper effective

The paper directly addresses each question in a structured, organized way, making the argument easy to follow and evaluate.
It grounds conclusions in a specific legal framework — the Civil Rights Act of 1964 — rather than relying solely on opinion, giving the analysis academic credibility.
The proposed diversity program solution is practical and case-specific, connecting abstract policy design to the concrete facts of Peterson's conduct.

Key academic technique demonstrated

The paper demonstrates applied legal reasoning: it takes a real court case, evaluates the parties' conduct against a statutory standard, and draws normative conclusions. This technique — identifying the applicable legal rule, applying it to the facts, and reaching a reasoned judgment — is foundational to law and business ethics writing.

Structure breakdown

The paper is organized around three distinct analytical questions. The first section assesses employer reasonableness on both the diversity initiative and the disciplinary response. The second section evaluates whether the court reached the correct outcome. The third section shifts to a prescriptive mode, proposing a step-by-step diversity program improvement that would have strengthened the employer's legal position. The conclusion is embedded within the final section rather than stated separately.

Introduction

Peterson v. Hewlett-Packard is an employment law case in which an employee was terminated after posting religious quotes directed at homosexual colleagues in response to the company's workplace diversity campaign. The case raises important questions about the limits of religious expression, employer obligations under anti-discrimination law, and how organizations should design inclusive diversity programs.

Reasonableness of the Employer's Actions

Hewlett-Packard's actions in this case were reasonable. The company was attempting to promote tolerance and respect for all employees — objectives that can only be achieved by affirming the value of every individual within the organization, regardless of racial group, sexual orientation, or gender. These practices were designed to create a workplace that is neutral and respectful of everyone's contribution.

In response to Peterson's conduct, Hewlett-Packard executives informed him that his religious quotes — directed at homosexual employees — were in direct conflict with the company's diversity initiative because they promoted discrimination and hostility toward a specific group. Despite this, management asked Peterson on multiple occasions to remove the postings and even granted him paid time off to reflect on his actions.

When Peterson returned, he demanded that Hewlett-Packard remove its own diversity posters in exchange for taking down his quotes. This amounted to an attempt to use religious expression as leverage to change company policy — a form of insubordination that left the company little choice. Hewlett-Packard demonstrated considerable restraint and patience throughout the process. Once Peterson's conduct crossed into outright defiance of company policy, his termination for insubordination was appropriate. For additional background on the Peterson v. Hewlett-Packard decision, the Wikipedia article provides a useful overview of the court's reasoning.

Evaluating the Court's Balancing of Interests

The court's approach in this case was correct, and the same outcome is warranted here. Peterson claimed he was terminated because of his religious beliefs, seeking protection under the Civil Rights Act of 1964. However, that protection does not extend to conduct that creates a hostile or discriminatory environment for other employees. The Act explicitly prohibits workplace practices — whether based on religion, race, or gender — that favor one group over another or that expose other employees to harassment or discrimination.

Permitting Peterson to reshape workplace culture based on his personal views about homosexuality would have effectively sanctioned discrimination against a specific segment of the workforce. To prevent that outcome, Hewlett-Packard was obligated to maintain an open and neutral environment. Peterson was given multiple opportunities to remove the postings voluntarily. His continued refusal to do so justified his termination for insubordination.

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Designing an Inclusive Diversity Program · 210 words

"Proposing a fairer, legally stronger diversity program"

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Key Concepts in This Paper

Civil Rights Act Religious Expression Workplace Diversity Insubordination Title VII Anti-Discrimination Employer Reasonableness Tolerance Policy Written Warnings Religious Blackmail