Ed Hasan

Georgetown University | GU · School of Continuing Studies

This concluding chapter reiterates the importance of embracing workplace religious inclusion. This is a rational decision in a world where the continued growth of religious populations and religious diversity is predicted for the next three decades or so. Embracing religious inclusion poses many challenges, but these are not insurmountable. Getting...

While accommodating religious practices can pose complex challenges for organizations, there are immense benefits to embracing religious inclusion in an increasingly diverse world. In this chapter, the case is made for businesses to invest in diversity management, acknowledging the growth of a religiously affiliated population and embracing employe...

Because religious observance plays a role in society at large and in people’s everyday lives, forward-thinking organizations need to embrace religious inclusion within their hiring practices. This chapter begins with a real-life story of a South African chef whose employer failed to grant an accommodation to undertake a traditional religious/healer...

There has been a fierce debate in recent years about the role of religion in society and the workplace. In the Western world, this debate is evident in national politics and the so-called culture wars. Australia provides an interesting context to explore this issue. Following the firing of a Christian rugby star for homophobic comments made on soci...

This book highlights the key contemporary issues and challenges relating to workplace religious diversity and inclusion. Challenging organizations to take religion and religious inclusion in the workplace seriously, it explores multiple perspectives and themes – from workplace stigma and employment discrimination, to strategic diversity and inclusi...

It is unacceptable that religion remains a largely neglected component of workplace diversity, equity, inclusion, and belonging (DEIB) initiatives. True commitment to the pursuit of DEIB maturity requires a holistic approach that embraces religious identity as well as diversity accountability. Evidence of religious inclusion maturity can be measure...

A complex relationship exists between religion and corporate cultures in societies with a high level of religious diversity. This chapter’s case study of a Nigerian public sector organization explores the challenges of building a religiously inclusive workplace, highlighting the role of organizational leaders in shaping culture and embracing religi...

Inclusion, diversity, and equity (IDE) in public service organizations have become a political priority across the Western world. Nowhere, perhaps, has the challenge of advancing IDE been more problematic than in the police force, where the relationship between the police and ethnic, racial, and religious minorities is often fraught. This chapter’s...

Stigmatization of the hijab or headscarf is a common xenophobic reaction in the workplace. From America to France, and Germany to India, Muslim women who wear the hijab face prejudice and bigotry. This chapter offers empirical evidence of wide-spread discrimination against hijab-wearing Muslim women in the U.S., and how this and other forms of reli...

In an increasingly religiously diverse society and workplace, fostering a sense of belonging among employees must be an organizational priority. Many forward-thinking organizations are taking this challenge seriously, establishing faith-based employee resource groups (ERGs). The chapter provides practical approaches to leveraging ERGs to advance re...

Talent development professionals can and should do more to advance DEI. While focusing on effective diversity training programs is a natural start, TD professionals have additional opportunities to move DEI forward with knowledge management, career and leadership development, and coaching. In this issue of TD at Work, Ed Hasan and Ifedapo Adeleye f...

Uber, Starbucks, Facebook and Wells Fargo. What do these organizations have in common? They all link diversity, equity and inclusion (DEI) goals to managerial compensation. They’re not alone; an estimated 15 to 20% of S&P 500 companies are now tying diversity, equity and inclusion goals to executive incentive plans, according to a recent Mercer sur...