At Encounter, when we promote religious literacy in the workplace, we sometimes hear the concern that allowing religious identity to be recognized at work might compromise the sense of belonging for LGBTQ+ individuals. We’re always grateful when someone feels comfortable enough to raise this issue since there’s a decent chance others in the room share this concern. While the question is both important and legitimate, it stems from a misunderstanding of how healthy, pluralistic workplaces actually function.
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So how does an organization address what appears to be competing interests while maintaining a positive and inclusive workplace?
Start by looking at the two key assumptions behind the question.
This question about how to support religious and LGBTQ+ communities is common and valid. When we dig in though, we can see it stems from a couple of assumptions that deserve to be examined.
First is the assumption (often made) that religious and LGBTQ+ identities are inherently in conflict. In fact, religious communities are diverse and many are welcoming communities which affirm same-sex relationships and gender expressions. Individuals are also diverse and often affirm these identities even if their religion’s official stance is otherwise. Some members of these religious communities are themselves LGBTQ+ and have even written wonderful memoirs. And of course, some LGBTQ+ folks are religious and find great strength in their faith, emboldening them to fight discrimination and to come out to loved ones or to the broader public. In short, religious communities and individuals show the full range of responses to queer identities.
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Second, in recent years, inclusion has often been framed through the language of affirmation which, truthfully, has done much good. But affirmation should not be interpreted to mean we all agree with everything our colleagues do. We are too diverse for that. Some of us will surely disagree on whether it’s okay to eat animals, cannabis use, parenting styles or who should win the Stanley Cup (it is Connor McDavid’s turn in case you were interested).
And yet, workplaces already function despite deep disagreement on important topics be they politics, religion, or otherwise. That is because what is really required is acceptance. That we commit to making this a place where we belong in all our diversity, both the kind that is celebrated and the kinds that mark genuine divergent views. And this is where creating the right culture is key.
A culture that fosters belonging does not demand a shared worldview but rather shared ethical commitments about how we treat each other – with fairness, dignity, opportunity, and mutual responsibility.
Examine the culture and workplace norms
For managers and leaders in an organization, the key insight is to focus on conduct. At minimum, this means treating all colleagues with respect, honouring their dignity, and ensuring fair treatment in work assignments, evaluations, opportunities for advancement, etc. But really what you want is being committed to helping those under your leadership prosper.
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We’ve written before on how psychological safety and belonging in the workplace are really vital in helping staff to prosper. Without this foundation, most programs aimed at fostering inclusion will fail. It’s important that formal and informal policies and norms all support a culture of inclusion and belonging and that employees see themselves as both the beneficiaries and supporters of that culture.
Don’t shy away from important conversations
A few years ago, when a large tech organization was looking at adding a multifaith Employee Resource Group (ERG), the potential lead for the multifaith ERG invited the leads of the LGBTQ+ ERGs to an informal meeting. Her question was direct but compassionate: “Tell me all your concerns and worries. I want to know what you are thinking and I want to know how we can address your concerns so that you know we support you and your work in this organization”.
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This approach showed an important understanding of the potential conflicts that might arise and how those conflicts could be met with curiosity and compassion. It also clarified to both groups that what matters most is treating one another with respect. The leaders were able to help their ERG colleagues understand that even though they didn’t agree on everything, they shared a common goal of making the workplace one of belonging.
Conclusion
The reality is that religious inclusion and LGBTQ+ inclusion are not opposing goals but, rather, are two expressions of the same commitment: that people should not be forced to hide core aspects of themselves in order to belong.
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It is inevitable that workplaces often house deep differences and opposing views. The important question is how to nurture a workplace culture that cultivates a sense of belonging. And secondly, how to grow that sense of belonging to encompass differing views with respect, equity and generosity. Religious literacy should never be understood as privileging adherents and certainly not about demoting others. It’s about equipping organizations to handle difference – including possibly some deep differences that are already present – with wisdom, fairness, and humanity.
A well-written assertion that human rights are diversity rights. Most would agreed that one should not have to hide a core part of oneself in order to belong, but it’s likely easier to cultivate acceptance and respect between LGBT and religious people in a work or athletic environment where employees or players share a commitment to the same company or sport – plus a corollary paycheque. Inclusion falters in an educational environment where LGBT and religious people find it harder to harmonize aims. Many parents, for example, don’t want their children to learn anything about LGBT people – never mind what their rights are.
Thanks for sharing Doug. I would hope the schools would move forward and advocate on the same basis. Namely that classmates have to be treated with decency, that disagreement cannot lead to discrimination. But I agree education is trickier. People are more concerned and protective/defensive about their children.
Doug Couper is correct in that many parents don’t see it wise to have mandatory overt support of LGBT+ be a part of the curriculum, but to clarify this may be that there is 1) no evolutionary basis to support practices that undermine propagation of our species; 2) religious minorities have had to deal with discrimination and micro aggressions without widespread educational interventions for much longer, so why favor another group now? 3) Is there outcomes-driven scientific evidence that institutional-mandated LGBTQ+ inclusion programs improve societies? While they certainly help LGBTQ+ individuals feel better, do they make those whose religions oppose homosexuality feel worse? I’m not a social scientist but the few studies I have looked at have very narrow focus. For example, most social studies are working under the presupposition that LGBTQ inclusivity education is only good, without considering the views of others (Peter, Tracey, Catherine Taylor, and Donn Short. “Religious belief and the queer classroom: Measuring the impact of religious affiliation on LGBTQ-inclusive education practices.” Canadian Journal of Educational Administration and Policy 185 (2018). This study points to religion as a blockade to LGBTQ inclusivity education without considering the reverse, that LGBTQ inclusivity education could easily be considered a blockade to religiosity. We at least have data showing religiosity improves societies: Brooks, Arthur C. The Happiness Files: Insights on Work and Life by Arthur C. Brooks. Harvard Business Press, 2025. ) Schools and institutions can teach decency and respect without specifically calling out LGBTQ+ as the sole or primary group that needs such, but then lumping religious minorities that oppose homosexuality in with LGBTQ+ makes us in the religious minorities feel completely unheard and not respected. I don’t have a quick and easy solution, but realize that Muslims, which represent a substantial portion of humanity, and other religious minorities here in North America, can really feel devalued when the focus is on inclusivity without really being inclusive.
Hi Michael
There’s a lot in your note. Probably too much for me to respond to in any fullsome way.
When you mention no “evolutionary basis” to support same-sex relations, I’m not sure what that means. Evolution is diverse by nature. Always has been. It creates folks with same-sex desire and a desire, a hunger for close companionship and bonding. It does not produce children but people’s needs are not all directed at propagation. Many are not.
As for religious minorities, we actually do have interventions for this. As with LGBTQ+, the focus has been on the most oppressed folks. So Indigenous peoples, antisemitism, LGBTQ+ have all been focuses of educational intervention. There are innumerable ways people can feel discriminated against (even being overweight, for being unattractive, etc.) that we don’t have such interventions on. There are endless possibilities. Our society has tried to focus on the most dramatic. Not long ago, most LGBTQ+ folks had to hide thier identity from their employer and often their own family. You would be cut off from loved ones, fired, considered repugnant or a social danger. In living memory, you could even be jailed. Most religious minorities have not been treated this way.
I think the way to improve societies is to make space for the diversity mentioned above. There should be space and rights protections for folks to practice their religious life. But not merely one religion. The state should not favour nor disfavour your community. Some religious communities welcome LGBTQ+ folks. The state should not disfavour them in any way. If religions contribute to happiness, then hopefully they can convince folks of this and attract them to join their communities.
There is an argument that diversity talk sometimes has been too narrow, focusing on certain forms of diversity and not others. And, my personal take is in celebrating diversity, we have often forgotten the virtue of tolerance. There really is a virtue to thinking that folks who you feel are wrong deserve space to make thier own choices. I feel like our narratives have dropped this and I wish we could emphasize this once again.
Hope this has been of even partial value to you.