I am writing this introduction during December. This religiously charged month is a fitting time to contemplate religious diversity in the workplace, especially in the United States. Because a majority of US citizens are Christian, or were at least raised in that tradition, Christianity has enjoyed a culturally privileged status in this country. Christmas is not only a religious holiday but a national and consumeristic one as well. December has become “the holiday season.” More noticeably than at other times of the year, company leaders struggle with whether and how to respect the diverse religious commitments of their employees. The interreligious calendar is full of festivals in December. This year Chanukkah falls during the first week of the month, and Ramadan culminates with the feast of Eid al-Fitr on the 6th. Many Buddhists mark Bodhi Day two days later, and Wiccans celebrate Yule on the 21st. The Christian season of Advent leads up to Christmas on the 25th. Kwanzaa, a cultural festival observed by African Americans, starts the following day and continues until New Year's Day. Should American companies celebrate them all? What about atheists who do not have a holy day and, like some of their co-workers, believe these holidays have no place at work?

When Christians constitute a majority of employees, some managers find it acceptable – and traditional – for the office to celebrate Christmas. But that reinforces what Jews, Muslims, and others already know: Christianity enjoys preferential status in many companies.