Where to Now?

For those of you who are interested in spirituality and religion in the workplace I have attached below an article I have recently written. I realize it is a very long blog. Perhaps you might read it in sections if you have an interest. As usual, I look forward to your feedback.


Spirituality and Religion in the Workplace

Having a scientific background by formal training and practice, I usually begin the discussion of a subject by developing working definitions of critical terms; in this case, spirituality and religion. I tend to view spirituality as a way of being that transcends the mental predisposition of the mind; and religion as the practice of unique rituals, dogma, and directives for living. Therefore, spirituality is transcendent to all religions, and simultaneously embraces them all as One, with a diversity of human expressions.

Spirituality is sourced from our inner consciousness – beyond what we have been programmed to believe or value. There are no belief systems or prescribed behaviors in the spiritual realm. Religion is a form that spirituality takes, in practice. Spirituality is the driving force behind the expressed form.

Expressions of spirituality include, but are not limited to, creativity, meditation, support, compassion, humility, inspiration, Tai Chi, empathy, and love. From a diversity perspective, spiritual expressions include equality, respect, inclusion, and an unconditional commitment to personal and organizational transformation. For example, it is critical to understand that creating an inclusive culture is a spiritual movement. It involves invalidating fundamental ethnocentric beliefs, and even values, we have about others who are different and have a different worldview. Experiencing the realization that one is not superior to or inferior to another person is the experience of humility – and the absence of ego separation and judgment. Such a transformation requires spiritual leadership.

Spiritual leadership is the ability to inspire others to behave consistent with their highest moral and ethical values in the way they live and work with others. These driving values and ethics often include empathy, compassion, humility, and love. Throughout the diversity movement since the early 1990’s there have been spiritual leaders: David Kearns, former CEO of Xerox; Jerry Junkins, former CEO of Texas Instruments; Les Alberthal, former CEO of EDS; Bill Wood, former CEO of Pacific Enterprises; Kevin Sharer, President and CEO of Amgen; Jack Lowe, CEO of TD Industries; Steven Reinmund, CEO of PepsiCo; and, I emphasize, many, many others. The single characteristic which signals their “spiritual impact” is an irreversible transformation of the culture on the road to inclusion. The work done by Ted Childs at IBM is a perfect example. What I am describing here is a partial quote from Arnold G. Langbo, the former Chairman and CEO of the Kellogg company and fervently put into practice by Carlos Gutierrez; presently the Secretary of Commerce:

“Kellogg’s commitment to diversity is based upon something much deeper and compelling than the business case. Diversity stems from the respect of every member of the human family and, by our humanity, deserves the opportunity to fully participate.”

This spiritual statement ultimately drives the inclusion process through difficulties and resistances; aided of course, by the variety of business drivers, rewards, bonuses, and penalties. The key realization here is that moral, ethical, and values-based transformation is ultimately a personal choice and cannot be legislated, coerced, or threatened! In this sense, diversity is a spiritual movement with the ultimate objectives to provide everyone with equal opportunity to succeed, help the organization succeed, and to feel a sense of pride for the organization.

Therefore, spiritual expressions relating to high performance include empowerment (the inherent unlimited potential of the human spirit); quality (the inherent drive to achieve perfection); teamwork (the inherent relatedness of people); and customer focus (the inherent desire to serve others). These inherent expressions are spiritually sourced and driven by passion; which is obviously an inner-driven desire to fully express one’s potential in concert with one’s unique competencies, skills, and experiences.

Therefore, diversity – which is the creation of an inclusive and caring environment that fosters the highest level of human expression, individually and collectively – is a spiritual movement; and from a global perspective, the most important phenomenon of the 21st century.

Spirituality in the Workplace is the integration of spiritually-sourced (humanistic) principles, practices, and behaviors with sound business principles and practices. A Spirituality Support Group is one of the most powerful ways of not only transforming a culture in terms of mutual respect for the values, ethics, and core values of different cultures, but also ensuring the compatible incorporation of appropriate religious practices, dress, and behaviors in the workplace. Some of the features of a Spirituality Support Group are outlined below.

Spirituality Support Group

The purpose of a Spirituality Support Group is to foster respect, acceptance, and integration of the various spiritual expressions of employees that impact the success of the organization and their personal and professional well-being. Requirements for achieving this purpose are the following:

1. Influential representation of the major cultural and religious groups.

2. Transformation and integration of the Support Group from a collection of individual worldviews and religions to oneness of purpose and intention.

3. Establishment of activities for the success of the organization and employees impacted by spirituality, e.g. respect, equality, acceptance, equity of opportunity, performance, and ultimately an “inclusive environment.”

4. Creation of a passion for performance. Unleashing the true potential of individuals, teams, and the organization is driven by passion. Passion is spiritual in origin.

5. A focus on activities that promote the integration of religious differences that are “appropriate” for the workplace environment.

6. Collective agreement of individual cultural and religious practices that are “appropriate” for the workplace environment.

William A. Guillory, Ph.D.
CEO
Innovations International, Inc.
waguillory@qwest.net
www.innovint.com