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 COLUMN
In the workplace, it's best to let respect -- not your beliefs -- be your guide MANAGEMENTSPEAK: That would not be appropriate.
-- This week's contributor figured anonymity was more appropriate than attribution. POLITICS AND RELIGION are two of the three forbidden topics for polite conversation. Sex is the third, but its most interesting aspects don't lend themselves to conversation anyway. But because sex is the only forbidden topic missing from this column in recent months, I figured, let's make it a clean sweep. Well, maybe not. Nor am I going to revisit politics. The electoral silly season is over. Religion, on the other hand, calls for one more column. Most of the responses I received in response to my recent column on core values were complimentary, compassionate, and favorable. To all who wrote, my thanks. But I also received dozens of letters I can only describe as evangelism. In conjunction with other recent experiences and conversations, I'm concerned. It isn't that I think conversations about either religion or politics are bad manners. In a society that depends on an informed electorate to choose its leaders, and also relies on the ability of diverse communities to coexist, one might consider exchanges of views on these subjects to be a worthwhile way for citizens to spend an evening or three. So I don't object at all to these messages that, either to criticize or evangelize, asserted the absolute truth of each writer's brand of Christianity. I'm sincerely delighted for anyone who has found a system of belief that provides comfort and clarity. In churches, homes, and conversations with friends, your religious beliefs are your own business, so long as they don't lead to actions that cause harm to others. Bringing your beliefs into the workplace, on the other hand, creates discomfort for co-workers, and a dangerous situation for yourself and your employer. And I worry that many Americans seem quite comfortable doing so. Consider this anecdote, related by an acquaintance not long ago: "I interviewed a job applicant today. When he told me he was a Christian, I knew he'd be a great manager." Or this, mentioned to me casually in an open area by a middle-manager friend: "Secular humanism is the single biggest source of evil in the world today." Or this, paraphrased from several dozen office conversations I've overheard in recent years: "Islam isn't like Christianity or Judaism. It encourages terrorism!" Or, at the risk of reintroducing politics, Joe Lieberman's offensive comment, early in the presidential campaign, that God is the only source of ethics. If you don't think attitudes such as these can create discriminating or harassing work environments that lead to legal liability, you aren't thinking. In the workplace, your actions and decisions must be pluralistic. You must show respect, not just tolerance, regardless of your personal beliefs. It's required, both by law and common courtesy. My friend who liked the Christian job applicant violated this rule, and to his company's detriment. He should have disqualified the applicant for lack of professionalism. He is now at risk of termination for his own unprofessional conduct. It might appear that I'm singling out Christians in this column. If so, it's because in my personal experience in the workplace I've only experienced evangelism and religious disrespect from people who describe themselves as such. Being the majority in America puts Christians most at risk. The principle certainly isn't limited to Christianity, and if you're Jewish, Hindu, Buddhist, or Islamic, or for that matter a practitioner of Wicca, or even an atheist, you also need to respect the beliefs of others, at least when you're "on the clock." Values are an important part of leadership. You must therefore discuss values, but when you do, discuss them behaviorally. You can and should ask yourself and your employees, "What would you do in this situation?" The best leaders both demonstrate personal integrity in their actions and demand it of their employees, and take steps to ensure the core values of the business are well-understood by all employees. Discussing the source of those values in religious terms, and especially insisting that any one religious perspective is more correct than the rest, puts you in the danger zone. The gulf between "Here's what I believe" and "I'm right so you must be misguided" is immense. Discussions of religion should take place on personal time and may or may not have anything to do with business. Besides, if you use religion as a criterion for personnel decisions, you won't learn anything. After all, anyone can tell you he or she is a Christian. In the workplace, it's how that person acts -- and how you act -- that matters. Get the IS Survival Guide via e-mail E-Business-enable yourself for free by signing up at www.iwsubscribe.com. Agree? Outraged? Send e-mail to ISSurvivor@cs.com. Bob Lewis is a Minneapolis-based consultant with Perot Systems. Discuss this article in our online forums MORE > SPONSORED WHITE PAPERS 
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