Faith and Work: Brave New World?

David W Miller

doi:10.1007/978-3-030-38784-6_9

Abstract

This chapter draws on the classic trope that polite company should not talk about sex, politics, or religion, and how the business world has largely followed that social custom. And yet this social custom is changing. Leading companies stress the business benefits of treating their employees holistically. But what does this actually mean or look like? Is it disruptive and problematic? Are there employee and business benefits to be gained? What are typical corporate attitudes towards this emerging phenomenon of faith at work? Is there a neutral language to help companies talk about faith and work? And is there a framework that can be useful? This chapter addresses these and other related questions pertaining to faith and work.

Highlights

The venerable cultural etiquette queen of the early twentieth century, Emily Post, advised in her classic book, Etiquette in Society, in Business, in Politics, and at Home (1922) that polite company should never talk about sex, politics, or religion
Have companies come to a stage where, like sex and politics, they find business value in engaging the topic? Or is it still best to avoid the topic for fear that it remains too emotive, conflictual, and divisive?
Building from my original theoretical model in God at Work: The History and Promise of the Faith at Work Movement,5 and with the help of gifted colleagues Tim Ewest, Mitch Neubert, and Nicoleta Acatrinei, we have developed this instrument called The Integration Profile (TIP)

Summary

Introduction

The venerable cultural etiquette queen of the early twentieth century, Emily Post, advised in her classic book, Etiquette in Society, in Business, in Politics, and at Home (1922) that polite company should never talk about sex, politics, or religion These gradually became known to be the three taboos. It is logical that, for decades, the corporate world has religiously followed (pun intended) Emily Post’s advice that sex, politics, and religion were considered taboo subjects. Whether small or large, have developed thoughtful and specific policies to address questions of sex, including sexual orientation, sexual identity, sexual misconduct, office relationships, and sex-related medical benefits These matters remain deeply personal and views may differ, but companies realize that to not talk about them and develop specific policies hurts business by affecting, among other things, the attraction and retention of a wider talent pool. Have companies come to a stage where, like sex and politics, they find business value in engaging the topic? Or is it still best to avoid the topic for fear that it remains too emotive, conflictual, and divisive?

FAITH AND WORK

Findings

Conclusion