HOW MUCH RELIGIOUS EXPRESSION IS TOO MUCH EXPRESSION？

Reading time: 7 min

Religious expression at work sparks fierce debate across countries and continents. Many people struggle with the balance of people’s right to practice free beliefs compared with people’s right to be free from religious pressures. This is compounded by difficulties such as Christmas trees and Christmas parties - overtly religious symbols in many ways - being so broadly accepted as secular across much of the Western world. The challenges of whether to let employees express their faith at work, and how much they can do so, have caused problems for many organizations.

Many countries protect an individual’s right to showcase their faith at work, but also protect other workers from proselytizing. This attempt to seek a balance can be enormously tricky to enforce. Should organizations let employees express their religious freedom, and how far can somebody go?

Well, it’s important to acknowledge that there are many benefits associated with allowing religious expression at work such as increased morale and improved retention. It’s thought that being allowed to bring your “whole self” to work could also encourage more creativity, better teamwork, and greater trust.

However, there are obvious drawbacks to religion in the workplace, especially if you have multiple religions or secular employees; because beliefs are so personal, things can get heated! That means organizations need to think carefully about what they will and won’t allow in terms of religious expression in the workplace.

Start by knowing the law

Laws vary depending on where you are, but the first thing an organization should do is familiarize themselves with the rules that apply to them. This will help you ensure you’re operating legally and fairly. It also means that if you get complaints, you’ve got legal backing to reinforce your position.

One of the benefits of following local laws is that it makes it easier to demonstrate that you’re not discriminating against any particular religion; if you apply blanket rules to all, you are treating employees inclusively and equally. Make sure you’re consistent in applying them so everyone feels their religion is given the same degree of respect.

This is a great starting point, but what comes next?

Consider the context

The first thing you should do when an employee wants to display symbols of their faith at work is to consider the context. Ask yourself who will be affected and what the implications of that might be. For example, if you work for a secular organization with clients, you might decide that you’re not going to allow religious expressions on the front desk that handles clients, but you might permit them in a private office.

Similarly, think about how obtrusive the sign of faith is likely to be. A small desk ornament is much more likely to be appropriate than a 5-foot statue. You can request that decorative items be kept unobtrusive and tidy. You might decide to impose limits on how many items are acceptable per desk. You may also put restrictions on hateful language of any kind as these could count as harassment toward other employees. For example, a poster stating “God hates gays” is likely to go against most religious policies, and should do so as it’s likely to make other employees uncomfortable.

A good rule of thumb to consider is, will this bother a reasonable person who does not follow the same faith? An employee who constantly talks about religion, displays excessive religious items, or plays religious music could be considered to be proselytizing, and may be asked to tone it down. This doesn’t necessarily mean removing all symbols of the religion, but making sure that they are contained and not encroaching on the space of others.

Create a quiet or designated space

One way that organizations can show their support for religious and non-religious employees is to create a quiet or designated space that can be used for religious purposes if necessary, such as a prayer room with a kiblat for Muslim employees.

These spaces have many benefits for organizations that are interested in increasing inclusivity; they can be used by pregnant or nursing mothers, employees suffering from migraines or other disabilities, neurodivergent individuals who need space to decompress, employees who need to take private phone calls, and religious individuals who want some time to themselves.

Offer flexible work schedules

In many countries, vacation days revolve around the majority religion’s holidays (such as Christmas, as mentioned above). This can be alienating for people of different religions, who might require other time off to celebrate their own important dates. By being flexible about scheduling where possible, even if it is not convenient, you can be more supportive of different religions. Creating this kind of welcoming atmosphere can help employees feel valued and seen in very important ways.

Providing flexibility in other ways can be very beneficial too. For example, you might permit an employee to wear certain clothes, take their break at certain times, or avoid certain activities. Engage in a dialogue with your employees, find out how you can support them, and celebrate the diversity that they bring to the team.

Support others to strike the right balance

Religious expression in the workplace should be respected but balanced to ensure inclusivity for everyone. Too much expression happens when it disrupts workflow, pressures others to participate, or creates an exclusionary environment. However, too little expression can lead to feelings of isolation and discrimination. The key is mutual respect! Employees should have the freedom to practice their faith, while organizations should ensure that religious expression does not interfere with professionalism, collaboration, or the rights of others. Finding this balance creates a workplace that values both personal beliefs and collective harmony.

At the same time, freedom of religious expression should never spill over into harassment. While this might be a challenging line to draw, organizations have both a legal and moral responsibility to ensure that employees are protected. If one worker’s religious expression interferes with another’s ability to work comfortably, it has likely overstepped and needs to be addressed and toned down.

It is equally important that religions do not take precedence over each other or over secular employees. Employees who feel uncomfortable with religious expression should have a safe and transparent way to report their concerns. In some cases, organizations may need to engage in an interactive process to find a workable middle ground that respects both religious and non-religious perspectives.

By encouraging religious diversity, supporting individual beliefs, and ensuring that religious expression does not turn into proselytization, organizations can reap the benefits of a diverse, open, and self-confident workforce where employees feel valued for who they are. This may not always be easy to navigate, but putting in the effort to get it right is well worth it, both for employee well-being and for fostering a truly inclusive workplace.

Time to get hands-on!

Organizations should take an active role in reviewing workplace policies to accommodate religious practices while ensuring respectful and inclusive communication among employees. This process must be handled thoughtfully and professionally to create a fair and welcoming environment for all. Now is the time to evaluate whether your policies genuinely support religious diversity and contribute to a true sense of belonging in the workplace.