1. Managing Diversity of Personality and Style in the Workplace
Accommodating Religion in an Increasingly Diverse Workplace
March 1st, 2013
Walnut Creek, CA

2. WELCOME REMARKS Jeffery Smith Vice President of Consulting and Senior Consultant Diversity Best Practices
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@NxtGenDiversity

3. Accommodating Religion in an Increasingly Diverse Workplace
Mark Fowler Managing Director of Programs Tanenbaum Center for Interreligious Understanding
Rubiena Duarte
Director, Global Diversity & Inclusion
Dell Inc.
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4. Mark Fowler Managing Director of Programs Tanenbaum Center for Interreligious Understanding
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5. Really Think About Religion:
What American Workers
Really Think About Religion:
Tanenbaum’s 2013 Survey of American Workers and Religion

6. Our Work
Workplace
Conflict Resolution
Health Care
Education
The Tanenbaum Center for Interreligious Understanding promotes mutual respect with practical programs that bridge religious difference and combat prejudice in workplaces, health care settings, schools, and areas of armed conflict.
© 2012 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

7. POLL QUESTION
Does your company have any of the following? (Please check all that apply):
A policy regarding dress or facial hair
Personal days that can be used for any reason
A clear process for handling employee complaints
Flexibility in work hours so you can have time for religious observance or prayer
Programs for all employees to learn about religious diversity
Materials explaining the company’s policy on religious discrimination
A policy that allows employees to “swap holidays” for example, working on Christmas Day in exchange for having another religious holiday off
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

8. About Tanenbaum's Survey
Results based on nationally representative sample of 2,024 American adults who are currently employed in a part-time or full-time position.
Conducted in English and Spanish between March and April 1, 2013.
Conducted online using GfK’s Knowledge Panel, a nationally representative probability sample of the U.S. adult population.
The survey measured nine possible forms of “non-accommodation” (bias / discrimination at work):
Attire, Devotion, Diet, Icons, Prayer, Ridicule, Holidays / Scheduling, Networks, Socializing
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

9. Summary of Findings: The Issue
1/3 of respondents have seen incidents of religious bias in their workplaces or have personally experienced them.
Half of non-Christians say that their employers are ignoring their religious needs.
White evangelical workers (48%) are equally as likely as non-Christian workers to report experiencing or witnessing religious bias at work. 40% of atheists also report experiencing bias at work.
Nearly 6-in-10 atheists believe that people look down on their beliefs, as do nearly one-third of white evangelical Protestants and non-Christian religious workers.
Americans working in moderate or high social diversity workplaces report more incidents of bias.
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

10. Summary of Findings: The Solution
Employees at companies that provide flexible hours for religious observance are more than twice as likely to say that they look forward to coming to work.
4-in-10 employees at companies without clear processes for handling employee complaints are looking for a new job, compared to 2-in-10 employees at companies with these processes.
When companies have policies on religious discrimination, their employees are less likely to be looking for a new job.
Regardless of a company’s size, workers whose companies offer education programs about religious diversity and flexibility for religious practice report higher job satisfaction than workers in companies that do not.
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

11. Religious Discrimination in the Workplace by Religious Affiliation
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

12. Religious Discrimination Experiences By Workplace Diversity Index
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

13. POLL QUESTION
Thinking about the conversations you have at work, how often do you discuss religion with your coworkers?
At least once a day
A few times a week
Once or twice a month
Seldom
Never
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

14. Religiosity at Work
15% of workers discuss religion with their coworkers at least a few times a week.
47% of atheists report frequent workplace engagement with white evangelical Protestants.
However, only 20% of white evangelical Protestants report frequent workplace conversations with atheists.
Tanenbaum Survey “What American Workers Really Think About Religion” (August 2013)
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

15. Job Satisfaction and Accommodation Policies
3 items, based on last item in executive summary on different measures of job satisfaction.
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

16. Better Practices: Some Examples
Religious accommodations are internally tracked and communicated to leadership
Flexible Paid Time Off banks & holiday swapping
In planning meetings, organizers are required to ask attendees for their dietary restrictions
Provide a quiet room for prayer, meditation and reflection
Trainings provided on religious diversity for managers and Human Resource professionals
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

17. Getting Started
Write clear policies around religious diversity and accommodations
Ensure policies and the practices of managers address behavior, not belief
Review company’s internal history of religious accommodations
Anonymously survey employees to identify problem areas
Make good use of available resources: internally and externally
© 2013 TANENBAUM / Center for Interreligious Understanding. All rights reserved.

18. Mark Fowler Managing Director of Programs Tanenbaum Center for Interreligious Understanding
Diversity Best Practices |
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19. Rubiena Duarte Director, Global Diversity & Inclusion Dell Inc.
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20. Innovation & Integration
Our D&I Journey: Past, Present & Future
Business Case for Diversity & Inclusion
A  study of 1000 international teams at the London School of Business, found that innovation was positively correlated with equal gender ratio within work teams and negatively correlated with an unequal ratio.   
University of Michigan research showed diverse teams solve many problems more effectively than homogeneous ones.  Diversity trumps ability for solving a large class of problems. 
Diverse & inclusive work groups are 1.5x more collaborative and have more team member commitment – 2012 Corporate Leadership Council Global Study
30+ Marketplace Awards
26th on DI Top 50
DWEN India
2013
People Strategy
Team Member NPS
DWEN China
2012
First time NAFE
Disability Matters Honor
2011
Companies in the top quartile for executive-board diversity (gender/foreign nationals) had Returns on Equity (ROE) 53% higher than those in bottom quartile – 2012 McKinsey study
Stock index of publicly traded companies in Diversity Inc’s Top 50 for 2010 outperformed the S&P by 24.8%.     
In 2009, a study found that the return on equity (ROE) for companies with the highest representation of women in top management positions was 35.1% higher than for companies with lower percentages of women.  - International Business Case Report
2010
Billion Dollar Roundtable
Diversity Inc. (DI) Noteworthy (3x)
Established GDC & CEO Chair
HRC 9th Year (2013) at 100%
30th on DI Top 50
DWEN Brazil & WHAAV
2009
2007
Transformational Framework
Customer NPS
2001
Established Diversity (US)
Diversity
Evolution
Stage I
Compliance
Stage II
Workforce Focused
Stage III
Marketplace Focused
Stage IV
Innovation & Integration
2011
2012

21. Religion ERG’s at Dell ERG Governance Global D&I Strategy
Dell Business Strategy
Voluntary Participation
Inclusive of ALL employees

22. Request for a religious ERG (case study)
Request was for a Christian based ERG
Engaged with the team for 12 months
Included subject matter experts (Tanenbaum) to provide guidance, best practice sharing, trends
Recommendation: ERG has to be interfaith
Next steps: for the group: business case & ensuring interfaith
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23. Religious Accommodation at Dell
Policy exists to provide guidance to team members and their leaders when working to balance religious and work obligations
Dell will make every reasonable effort to accommodate the religious beliefs of its team members, and Dell will always provide at least the minimum accommodation required by law.
Even where not legally required, Dell will provide accommodation whenever it is reasonable to do so.
The practice of religious rituals within Dell facilities is allowed and
The practice of religious rituals within Dell business hours is acceptable as long as it is a reasonable accommodation

24. Diversity, equal opportunity and respect
What we believe:
Having a diverse workforce—made up of employees who bring a wide variety of skills, abilities, experiences and perspectives—is essential to our success. We are committed to the principles of equal employment opportunity, inclusion and respect.
What it means for our employees:
Always take full advantage of what our employees have to offer; listen and be inclusive.
D&I philosophy is to build Enduring Relationships, we must create a welcoming workplace where differences are embraced and people of all backgrounds come together to do their best work

25. Rubiena Duarte Director, Global Diversity & Inclusion Dell Inc.
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26. PANEL DISCUSSION
Jeffery Smith VP Consulting and Senior Consultant Diversity Best Practices
Mark Fowler Managing Director of Programs Tanenbaum Center for Interreligious Understanding
Rubiena Duarte
Director, Global Diversity & Inclusion Dell Inc.
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27. INSTRUCTIONS FOR Q&A
To submit a questions in writing, click on the General Chat tab below. Enter your question in the box below the chat area and press ENTER
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28. QUESTIONS AND ANSWERS
Jeffery Smith VP Consulting and Senior Consultant Diversity Best Practices
Mark Fowler Managing Director of Programs Tanenbaum Center for Interreligious Understanding
Rubiena Duarte
Director, Global Diversity & Inclusion Dell Inc.
Diversity Best Practices |
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29. For further questions, please e-mail: meghan
For further questions, please
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30. Upcoming DBP Events
November 19th Diversity Best Practices Global Member Conference, Bangalore, KA, India
December 12th Member Conference: The Changing Landscape of Diversity & Inclusion: The 2014 Agenda Purchase, NY
December 13th Global Roundtable: Building and Inclusive Global Environment: Focus on LGBT Communities and People with Disabilities
March 7th, International Women’s Day Web Seminar
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31. Thank you for attending!
Please take a few minutes to complete our evaluation. It will help us in preparation for the next webseminar.
Thank you for attending!
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