Summary
The common thread in responses from credit unions about their views on religious expression in the workplace is: "live and let live." The challenge for credit unions is to find ways in which to allow employees the freedom to be who they are -- including who they are from a religious standpoint -- at work, while not infringing on others' rights or sensibilities. When it comes to navigating the increasingly complex legal issues around religious freedom and expression, credit unions need to find a balance between meeting member needs and establishing a comfortable work environment for staff. Despite the potential for risk, most agree the ability to offer opportunities for employees to express their religious beliefs in the workplace can be positive. To help ensure that your well-intentioned efforts to be inclusive and to provide a forum for employees to share their beliefs do not backfire, follow these suggestions: 1. Be "inclusive." 2. Audit your hiring practices. 3. Teach sensitivity.
See the full content of this document
Extract
Religion in the Workplace
At $125 million/8,500-member Ensign Federal Credit Union (www.ensignfcu.org) in southern Nevada, a credit union serving members of The Church of Jesus Christ of Latter-day Saints, most of the 45 staff members are LDS, as are nearly all volunteers and even members. Religion is, obviously, a foundational element of this credit union, and that influence is reflected at board meetings (which all begin with prayer), annual meetings (which begin with prayer) and religious discussions. While the credit union doesn't have group prayers or sanction special times for religious discussion, it's not uncommon to hear details of a Sunday school lesson or a Sunday sermon in the office on Monday. It's simply part of the credit union's culture.
$822 million/74,000-member ...See the full content of this document
Sponsored links
