Dr. David W. Miller, executive director for the Yale Center for Faith and Culture (www.yale.edu/faith), says corporate America now openly addresses sex and politics--from employee affinity groups to corporate sponsorship of various political action committees. Now, "the final taboo is in the process of being broken," he says, referring to religion.

The "Faith at Work Movement" started in the late 1980s and is "gathering full steam," says Miller, who is also author of God at Work: The History and Promise of the Faith at Work Movement (Oxford University Press, 2007).

Creating an Inclusive Environment

Miller, who had a successful career as a senior executive before becoming a minister, encourages companies to look at their employees holistically and embrace their various faiths, but he cautions against becoming a "faith-based" organization because that "privileges one faith tradition over another."

"Treating people holistically is a smart idea" and will lead to a happier, loyal, and more productive workforce, he says.

Although it's acceptable for nonprofit organizations to be faith based, he said other organizations should focus on creating a "faith-friendly" culture in which they are "welcoming and respectful" of all faiths, as well as of those who don't follow any particular religion.

Faith-friendly companies create a culture in which various faiths aren't just tolerated, they are valued, he says. For example, such companies can include statements in corporate documents stating that they are faith-friendly, and that they recognize and welcome "the spiritual dimensions" of their employees.

For example, faith-friendly companies consider non-Christian religious holidays when scheduling meetings, events, and training and create space for employees to meditate or hold small gatherings, according to Miller.

Creating a faith-friendly culture can also enhance recruiting efforts. For example, when deciding between two job offers, certain individuals may prefer a company that promotes a faith-friendly culture, Miller says.

Faith-based issues weren't addressed by employers in the past primarily because of a lack of training--and a lack of comfort--with the topic, Miller explains. He likens the situation to the civil rights movement. "People didn't know how to talk about race in the early days." But now corporate America is more comfortable addressing race-related issues and sees the value of hiring a diverse workforce.

Becoming Part Of the Movement

Here is some advice for becoming involved in the Faith at Work Movement:

Adapt to change. Many HR professionals have been taught or told that religion should not be talked about at work. "That's no longer good advice," Miller says.

Seek input. He recommends talking to managers and employees about how to create a faith-friendly culture. Forming a small task force, with members representing diverse faith traditions, can give HR a forum to ask questions and provide an opportunity for employees to identify possible obstacles and suggest ways to resolve them.

Respect other people's faiths--or lack thereof. "You shouldn't be forcing people to adopt your faith, tradition, or point of view. Nor should you prevent people from practicing theirs," he says.

Note: For information about a presentation made by Miller on this topic, see a December 2006 news release from The Conference Board (www.conference-board.org).