In a recent survey, 20 percent of the workers interviewed reported that they had either experienced religious prejudice while at work or knew of a coworker who had been subjected to some form of discriminatory conduct. Indeed, according to the Equal Employment Opportunity Commission, the filing of religious discrimination charges under Title VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment based on race, color, national origin, sex, and religion) increased 75 percent between 1997 and 2008. The growing desire on the part of some religious groups to openly express their faith while at work has forced their employers and coworkers to reconsider the appropriateness of certain aspects of devotional conduct. Religion in the workplace does not sit well with all workers, and, from the employer’s perspective, the presence of religious practice during the workday may be distracting and, at times, divisive. A thin line separates religious self-expression—by employees and employers—from unlawful proselytizing. In Encountering Religion in the Workplace, Raymond F. Gregory presents specific cases that cast light on the legal ramifications of mixing religion and work—in the office, on the factory floor, even within religious organizations. Court cases arising under Title VII and the First Amendment must be closely studied, Gregory argues, if we are to fully understand the difficulties that arise for employers and employees alike when they become involved in workplace disputes involving religion, and his book is an ideal resource for anyone hoping to understand this issue.

In a recent survey, 20 percent of the workers interviewed reported that they had either experienced religious prejudice while at work or knew of a coworker who had been subjected to some form of discriminatory conduct. Indeed, according to the Equal Employment Opportunity Commission, the filing of religious discrimination charges under Title VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment based on race, color, national origin, sex, and religion) increased 75 percent between 1997 and 2008. The growing desire on the part of some religious groups to openly express their faith while at work has forced their employers and coworkers to reconsider the appropriateness of certain aspects of devotional conduct. Religion in the workplace does not sit well with all workers, and, from the employer’s perspective, the presence of religious practice during the workday may be distracting and, at times, divisive. A thin line separates religious self-expression—by employees and employers—from unlawful proselytizing. In Encountering Religion in the Workplace, Raymond F. Gregory presents specific cases that cast light on the legal ramifications of mixing religion and work—in the office, on the factory floor, even within religious organizations. Court cases arising under Title VII and the First Amendment must be closely studied, Gregory argues, if we are to fully understand the difficulties that arise for employers and employees alike when they become involved in workplace disputes involving religion, and his book is an ideal resource for anyone hoping to understand this issue.

Harold Netland traces the emergence of the pluralistic ethos that challenges Christian faith and mission, interacting heavily with philosopher John Hick and providing a framework for developing a comprehensive evangelical theology of religions.

Many observers propose the exclusion of all religious related aspects from organizational life, others promote a more tolerant approach of certain practices, symbols and ceremonies, and few commentators highlight the values, diverse religious beliefs and experiences that employees could bring to the organization. Arguments, conclusions and recommendations are often contradictory and inconclusive due to the complexity and dividing nature of religion diversity. In Managing Religious Diversity in the Workplace the editors present a selection of essays, conceptual papers, empirical studies and case studies about how religious diversity and spirituality are managed. The book explores how firms address organizational and managerial challenges deriving from the religion diverse backgrounds of their employees. The different contributions discuss policies and practices, how implicit and unmarked religious norms influence the ’managing’ of religious issues in organizations, and what the benefits of a religion diverse workforce are. It also includes contributions which address aspects of spirituality in the workplace, and the role of legal frameworks and their influence on organizations and their policies and practices regarding religion diversity. The perspectives and contributions include a wide range of disciplines by authors from leading academic institutions around the world.

Tyler Roberts encourages scholars to abandon rigid conceptual oppositions between "secular" and "religious" to better understand how human beings actively and thoughtfully engage with their worlds and make meaning. The artificial distinction between a self-conscious and critical "academic study of religion" and an ideological and authoritarian "religion," he argues, only obscures the phenomenon. Instead, Roberts calls on intellectuals to approach the field as a site of "encounter" and "response," illuminating the agency, creativity, and critical awareness of religious actors. To respond to religion is to ask what religious behaviors and representations mean to us in our individual worlds, and scholars must confront questions of possibility and becoming that arise from testing their beliefs, imperatives, and practices. Roberts refers to the work of Hent de Vries, Eric Santner, and Stanley Cavell, each of whom exemplifies encounter and response in their writings as they traverse philosophy and religion to expose secular thinking to religious thought and practice. This approach highlights the resources religious discourse can offer to a fundamental reorientation of critical thought. In humanistic criticism after secularism, the lines separating the creative, the pious, and the critical themselves become the subject of question and experimentation.

In this major work, two world religion and mission experts present a new relational model for Christians interacting with people of other faiths.

Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management.

The Politics of Religious Literacy challenges popular understandings of religious literacy as an inclusive framework for navigating religious diversity in the public sphere. Offering a new model, this book provides insights into the often-overlooked feelings and practices informing our questionably secular age.

Synthesizing the thinking of the most prominent scholars, Professor Edmund Chia discusses practically everything that should be known about Christianity’s encounter with other religions in this comprehensive book. Topics include: the invention of the idea of World Religions and World Christianity the Bible and the church’s attitude toward other faiths Vatican II, Asian Christianity, and interfaith dialogue the what, why, when, and how of dialogue the global ecumenical movement theologies of religious pluralism cross-textual hermeneutics comparative theology interfaith worship religious syncretism multiple religious belonging interfaith learning in seminaries.