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Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.
A stigmatized identity refers to some socially devalued aspect of a person that (typically) cannot be changed and evokes negative stereotypes, attitudes, and behaviors from others (Quinn & Earnshaw, 2013). With the increase of protective laws, individuals with a stigmatized identity face less formal discrimination than in the past but continue to face substantial subtle and interpersonal discrimination (Ruggs, Martinez, & Hebl, 2011). While the majority of stigma research has focused on visible stigmatized identities, many stigmatized identities are simply not visible. It is this latter category on which the current chapter focuses. Invisible stigmatized identities are devalued aspects that an individual is generally able to conceal from others. Invisible and/or concealable stigmas may include lesbian, gay, bisexual, transgender, and queer or questioning (LGBTQ+) identities; some disabilities; and multiracial and religious identities. For the remainder of the chapter, we will refer to such identities as “concealable stigmas” or “invisible stigmas.”
This article considers some of the more high profile cases decided under the Employment Equality (Religion or Belief) Regulations 2003, to assess whether courts are developing case law which adequately protects religion and belief at work. First, it considers the meaning of religion with particular reference to Nicholson v Grainger PLC and suggests that this may represent a step in the wrong direction in defining ‘belief’. It then looks at cases which have involved religious individuals seeking to manifest religion at work in terms of religious dress. It critically examines the way the concept of proportionality has been used to decide these cases, and suggests that at times courts are stepping beyond their usual boundaries in determining religious issues, with particular reference to comments by the courts on issues such whether particular beliefs are ‘core beliefs’. The third area of discussion is the question of whether discrimination by religious individuals on grounds of sexual orientation should be tolerated. The case law (Ladele v Islington Borough Council) is considered in detail. In conclusion, the article assesses whether a hierarchy is developing between different grounds of discrimination protection.
When workplaces are designed and managed for a worker with a 'normal' range of abilities, then workers with different abilities are disabled at work. Human rights and anti-discrimination laws create duties upon employers and others to adjust workplaces to accommodate workers with disabilities. This chapter argues that reasonable accommodation and adjustment laws privilege workers with physical and sensory impairments compared to workers who have psychosocial disabilities. Workers with invisible psychosocial disabilities are victimised if they disclose their disability and the law is comparatively less likely to recognise the request of a worker with a psychosocial disability as reasonable. The failure by law and work practices to address ableism at work perpetuates a hierarchy of impairments, which leaves workers with psychosocial disabilities unable to exercise their right to work on an equal basis as workers without disabilities, or with less stigmatised impairments.
Estimates suggest as much as 17% of the US workforce may be neuroatypical, a term used to describe individuals whose neurological functioning is at the tail ends of the distribution of naturally occurring variation. Although the neuroatypical population has a history of under- and unemployment, their inclusion in the modern workplace (i.e., promotion of neurodiversity within organizations) is gaining recognition by scholars and organizations as an important dimension of organizational diversity. Despite this burgeoning interest in examining neuroatypicality in the context of organizational diversity, surprisingly little research has been conducted that bridges these two research areas. The literature that does exist is scattered across several different academic disciplines, largely outside of industrial-organizational psychology, and rarely examines the employment of neuroatypical workers explicitly from a diversity perspective. In this article we argue that as the nature of work evolves and jobs continue to become more specialized, neurodiversity will become an increasingly relevant dimension of organizational diversity and is likely to play a key role both in terms of individual employees’ well-being and performance outcomes, as well as organizational success.
Herder is a very strong proponent of religious toleration. The Letters for the Advancement of Humanity state his position on this point succinctly: “From childhood on nothing has been more abhorrent to me than the persecution or personal denigration of a person over his religion. Whom does this concern, but himself and God?” (LAH, 291). We might recall that Herder's otherwise largely negative portrait of China in the Ideas nonetheless praises the nation for this one thing, religious toleration, claiming that, in China, “no subject is compelled to any religion, and no religion that does not attack the state is persecuted” (Ideas, 432). This is a virtue Herder attributes to Hindus as well, of whom he writes: “Hindus do not persecute; they allow to each his religion, form of life, and wisdom; why should one not allow the same to them and consider them to be, in the errors of their inherited tradition, at least good people who are deceived?” (Ideas, 455). As in the case of his position on morality, Herder's reference to error in this context indicates that, whatever might be the basis for his advocacy of religious toleration, it cannot be such as to exclude the possibility of evaluative judgements, including cross-cultural ones, about the content of religious traditions. Barnard's assertion that “Herder's approach to religion, as to any other facet of human endeavour, is strictly relativist” (Barnard 1965, 96) would then at least need some clarification.
Should we merely celebrate diversity in the sphere of religion? What of the social cohesion of a country? There is a constant tug between belief in religious truth and the need for respect for other religions. Religious Diversity: Philosophical and Political Dimensions examines how far a firm faith can allow for toleration of difference and respect the need for religious freedom. It elucidates the philosophical credentials of different approaches to truth in religion, ranging from a dogmatic fundamentalism to a pluralism that shades into relativism. Must we resort to a secularism that treats all religion as a personal and private matter, with nothing to contribute to discussions about the common good? How should law approach the issue of religious freedom? Introducing the relevance of central discussions in modern philosophy of religion, the book goes on to examine the political implications of increasing religious diversity in a democracy.
What is someone who has a perspective on religious matters to say about those who endorse other perspectives? What should they say about other religions? For example, might some of their beliefs be true? What stage are we human beings at in our religious development? Are we close to maturity, religiously speaking, so that most of the important religious ideas and innovations there will ever be have already appeared? Or are we starting out in our religious evolution, so that religious developments to date are merely the first rude efforts of a species in its religious infancy?
The decision of the Bundesarbeitsgericht [Federal Labor Court, Abbr. BAG] of October 10, 2002 raises essentially the increasingly important question of the exercise of religious freedom at the workplace. The case concerned the ordinary dismissal of a Moslem saleswoman employed in a big department store claiming to wear during the working time, according to the rules of her religious belief, as headgear a shawl covering the hair. The court has declared that the dismissal is violating section 1 par. 2 Kündigungsschutzgesetz [Act on the Protection against Unfair Dismissal, Abbr. KSchG] and has mainly stated that the wearing of a headgear at the workplace as an expression of the religious belief does not justify as such the ordinary dismissal of an employee.
If there is one God, why are there so many religions? Might all be false? Some revert to a relativism that allows different 'truth's' for different people, but this is incoherent. This Element argues that monotheism has provided the basis for a belief in objective truth. Human understanding is fallible and partial, but without the idea of one God, there is no foundation for a belief in one reality or a common human nature. The shadow of monotheism lies over our understanding of science, and of morality.
In the previous chapter, I showed that many can feel threatened by the diversity and rapid change of modern life, even in the sphere of religious belief. Fundamentalism is one reaction to this. Paradoxically, philosophical relativism can also insulate us collectively from others by removing the possibility that there is anything to learn from them. Whatever we, and the group we belong to, believe is true for us. One sociologist comments that “when religious differences are strongly embedded in ethnic identities, the cognitive threat of the ideas of others is relatively weak.” Challenges to those beliefs from outside our own society, however defined, do not point us to a wider truth. We are more concerned with who we are than with the justification of the beliefs that help to define us and our way of life. The idea of a universal truth applying to all can be ignored, and could destabilize our society by possibly undermining the beliefs that help define it. The more objective truth is decried, the more likely it is for a premium to be placed on social cohesion. The more identity is valued, the more likely it is for concerns about truth to seem irrelevant.
The maintenance of a common identity can easily become the priority. Even if groups we think they possess important truths, their maintenance and transmission, and the preservation of the community in which they are held, can progressively appear ever more important. Issues concerning authority often loom large in religious disputes. Who has the authority to define, and to safeguard, what is supposed to be true? Saying that the authority resides in a holy text such as the Bible or the Qur'an transfers the question to who can be trusted to give the correct, or approved, interpretation of the text. Schools of interpretation can grow up, and disputes arise about who the experts are who can be trusted.
Religious and ethno-religious issues are inherent in multi-ethnic and multi-religious societies, and Singapore is no exception. It has long been a multi-ethnic, multi-cultural and multi-religious society, being historically and contemporarily at the crossroads of some of the world's major and minor civilizations, cultures, religions, and traditions. Today, every major religious tradition in Singapore probably has within it a full religious spectrum, from orthodox, traditional orientations to reform movements and independent spiritual clusters, while other minor religions and movements have created or renewed spaces, membership, and expressions in the rapidly evolving city landscape. Most have regional and global links and influences. Religious affiliation is high and religious identification is strong among the population. These have also occurred against a background of growing religiosity and religious change since the 1970s. Global, regional and local events and developments since September 11 have further put the spotlight on religion, and raised issues concerning religious identity, politics, and inter-religious relations, and their impact on social cohesion.
Despite the diverse and dynamic religious landscape, however, there is a lack of in-depth knowledge, nuanced understanding, and regular dialogue about various religions and the meanings of living in Singapore's multi-religious world. Indeed, claims of ignorance, lack of inter-religious understanding, dialogue, and interaction, negative stereotyping and other inter-religious encounters among individuals and groups present potential points of misunderstanding and tension. Some overlaps between ethnicity and religion further lend a heightened dimension and significance to ethno-religious identities and issues. While much is happening on the ground, recent studies and published literature are few or limited in scope and research has generally fallen behind realities and developments. Literature on various religions, while abundant, tends to be focused on their respective religious concerns and congregations. There is a lack of systematic studies or surveys and little on religion in national census coverage.
This chapter provides an overview of religious diversity in Singapore. In a broad examination of the larger religious landscape, it highlights some general developments and trends among the multi-religious population, in relations between the secular state and the multi-religious society, and within specific religions. The complex religious landscape is then illustrated and explored through relevant or significant aspects, issues and examples in some specific domains and among particular populations: schools/education and the young, media and social services.
It is hard to name a theologian who has singularly influenced the contemporary discourse on religious pluralism more than Karl Rahner. In the 1960s and 1970s his writings on the topic gained wide appeal and his thoughts enjoyed popular exposure through public sermons and radio addresses. Throughout the last quarter of the twentieth century and into the new millennium, his theological project has so influenced the discussion that many of today's major voices on religious diversity present their theologies in direct conversation with his. Rahner's ideas have even elicited responses from notable spokespersons of the religions of the world. Thus, in examining Rahner's theology of religious pluralism, we can gain insight not only into his own influential thinking, but into the contours of the conversation today.
At the forefront of Rahner’s work was a concern that theology speak to people. And so, he explained Christian doctrine in a way that connected with lived experience. As people embedded in a complex and diverse world, Rahner recognized that the encounter with the religious “other” would be among the challenges Christians would face. Religious diversity was not merely an abstract theological concern, but one that grew out of an increasing awareness of and engagement with people of other faiths.
The contemporary world echoes with such phrases as “celebrating diversity.” As contact between even previously remote parts of the world increases, we cannot fail to be aware of the great diversity of belief and practice that exists around the world in all areas of human life. Modern technology can ensure that even tribes in New Guinea can see what is happening at that moment in New York. The increase of air travel between continents enables all of us to become tourists in every part of the globe, and many to move their homes and jobs to countries of which a few years ago they may not even have heard. There is migration from one European country to another, even though in living memory those countries may have been at war with each other, or at least totally isolated from each other's way of life. Barriers between Eastern and Western Europe set up after the Second World War have disappeared.
All this is commonplace, although it gives sociologists plenty of material on which to build theories about “globalization.” None of us can live in hermetically sealed societies, assuming that our way of life is not only the best way but the only way. Differing ways of life compete for our attention even in the same place. In such a ferment of change, most people on the top of a London bus may be speaking any language but English. There used to be a saying about “the man on the Clapham omnibus” meaning, a hundred years or so ago, the average person in the street. One could use such a mythical London figure to illustrate “ordinary,” “normal” reactions to whatever was under discussion. A short trip on any London bus today will quickly dispel any hope of distilling any common reaction to anything. Languages, cultures, and religions clash in merry profusion. All the people on the bus have in common is that they are in the same place at the same time. They are, of course, all human, and their share in a common human nature may not be a trivial issue. It may provide them all with a commonality on which all else is built. We will return to that. Nevertheless the immediate impact is the fact of difference and diversity.