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.