Summary. Companies generally avoid acknowledging religious differences at work because they fear doing so creates legal risk. This is short-sighted. People’s religious identity is a form of diversity, so religion must be part of any company’s DEI strategy. These seven best...

It is time for companies to get religion. Even as diversity work has become pervasive in corporate cultures, religious identity is too often left out. A review of the Fortune 100 companies demonstrates that a very small percentage include religion or interfaith engagement in their approach to diversity.

Many corporations shy away from such engagement out of a fear of legal entanglement, or a worry that it might open the floodgates to proselytization and disagreement. But including religion in your DEI efforts can create belonging among employees and help them better serve a wider range of customers. And recent research and practice show that honoring religious identity not only leads to greater employee engagement, but also has benefits beyond employee morale.

Here are seven best practices companies should adopt to positively engage with and benefit from religious diversity in the workplace.

Change your mindset from “religion is a risk” to “religion is an asset.”

Sixty-two percent of people in the world define themselves as religious, and even more say they believe in God. Seventy-seven percent of Americans say religion is very or somewhat important in their lives. Roughly 30% of social sector...

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