Religious Discrimination In The Workplace

Annotated Bibliography

Caitlin Alexander, LaKeisha Givens, David Lindke, William Miller, Raymond Rodriguez, Shawna Silva and Jason Streger

Liberty University Statement of Topic

Day and Greene (2008) suggest that “proactively including sexual orientation in diversity policies is sound business strategy” (p. 650). This paper will seek to provide a perspective on the correlation between Religious discrimination of sexual orientation in the workforce with specific attention given to; the potential roles of conservative religious groups in aiding a culture of exclusiveness, explore implications for principles of Christianity and inclusion or exclusion and finally the role the strategic HR function plays in supporting a culture of inclusiveness

This directly affects diversity within the workplace. One of the main areas in which Messarra’s article focuses is the issue of diversity is that of religion. Messarra states in her recent article that “the number of religious discrimination grievances has been rising faster than gender or race claims (Weiss, 2008 qtd. in Messarra, 2014). To be sure, there is much room for growth in the area of religious discrimination in the modern workplace environment, particularly in the HR realm. In her article, Leila Canaan Messarra discusses, at length, how the values that individuals have before taking on a job begin to heavily impact their actions and behaviors within the workplace. The goals of this paper include shedding light on how religious diversity in the workplace can be beneficial, yet is often not a focus. Rather, in fact, the exact opposite is often true, and individuals are discriminated based on their

Dr. Hoover is certified as a Senior Professional in Human Resources, Emotional Intelligence, and has been a trainer for Society for Human Resource Management. Dr. Molly Pepper teaches classes in Human Resource Management, Ethics in Human Resources, and Management and Organizations at Gonzaga University. Wallace, Hoover, and Pepper (2013) examine the possible shift in diversity rationale in corporate America. The question is asked how has diversity management approached the rationale behind this training in the past and how has it changed with the globalization and a multicultural workforce. The purpose of this study is to identify the characteristics of the diversity statements of the “100 Best Companies to Work For” to understand how an accepting culture is created. This article contributes significantly to the topic of diversity by examining its ethical framework, which is broken down into three different views; deontological, utilitarian, and ethic of care. The study also examines how the importance of diversity is communicated in particular