The Spiritual Sword

Based on my interviews and professional experiences, executives who wear their religions on their sleeves are incurring unnecessary professional risk. Overt references to religion during business discussions can alienate customers and coworkers who are of a different faith. I have heard Jewish executives say that they feel very put off when senior executives make references to Christ in connection with business transactions. "How am I supposed to react when the boss asks Jesus for help in closing a deal and then sends me to draft the terms and conditions?" a Jewish corporate attorney at a Fortune 500 company once asked me.

I had several discussions by telephone with a man named "Sammy" after my last book came out. I met him initially when he called in on a syndicated AP radio show, and he followed up by calling me at my office a couple of times. Sammy was a Muslim of Arab descent who worked for a software company. After September 11, 2001, he noted a marked increase in discussions about Christ and Christianity among certain coworkers when he was around. He believed that these discussions were not sincere expressions of faith in times of trouble, but something more nefarious— a deliberate attempt to alienate him. Soon, according to Sammy, the comments moved from being pro-Christian to anti-Muslim. Then he was let go as the result of a downsizing initiative. He claims that it was religious prejudice that cost him his job.

From the facts I heard, it was hard to say whether Sammy was the victim of prejudice or whether he misinterpreted some post-9/11 spiritual patriotism on the part of his coworkers. However, the mere ambiguity of the situation makes an important point to would-be invincible executives. If you, in a business context, make comments that suggest that you value one religion over another, you are leaving yourself open to charges of favoritism, or even discrimination. Sammy's situation represents a very common fact pattern in civil rights lawsuits filed by terminated employees against senior executives. Juries have a tough time telling the difference between a proper termination for valid reasons and improper religious discrimination in any situation where the professional context shows a preference toward a particular religion. You should not leave yourself open to these kinds of charges.

The lesson for aspiring professionals is clear. Do not use religion as a sword in the workplace or you risk alienating employees upon whom you rely. Moreover, you open yourself unnecessarily to charges of favoritism and discrimination.