Religious identity in the workplace: A systematic review, research agenda, and practical implications

Yingfei Héliot,Ilka H Gleibs,Céline Rojon,Denise M Rousseau,Adrian Coyle

doi:10.1002/hrm.21983

Abstract

AbstractWe conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well‐being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job‐related concerns, and the organization's policies, practices, and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.

Highlights

Religious beliefs can profoundly affect how employees do their jobs
Using a series of search strings regarding identity, religion, occupation, compatibility, conflict, and health (Table 1) in 11 electronic academic databases (e.g., Business Source Complete, Web of Science, Sociological Abstracts, Medline, Cochrane Library), we identified sources to review
Religious identity has been largely neglected in diversity management research (Tracey, 2012), we identified a rich array of studies by taking a broad view of the research literature related to occupations, healthcare, and other professional contexts

Summary

Introduction

Religious beliefs can profoundly affect how employees do their jobs. In the United States, nearly 80% of individuals are religiously affiliated (Pew Research Center, 2015), and in England and Wales, 68% (Office for National Statistics, 2012), suggesting a large segment of the workforce may identify with a religion. In 2014, the case of two Catholic midwives seeking to avoid supervising abortion procedures reached the UK's Supreme Court, which ruled against them (BBC News, 2014). In 2017, in response to the firing of a Muslim receptionist, the European Court of Justice ruled that workplace bans on wearing hijabs need not constitute discrimination (BBC News, 2017). In the United States, several retail pharmacy chains faced public backlash after some pharmacists declined to fill prescriptions they deemed against their religious beliefs (Turesky, 2018). These events have prompted media attention and public debate, pointing to potential conflicts between the expression of occupational and religious identities

Results

Discussion

Conclusion