Abstract

The globalization, increased migration, and mobility of workforce necessitate the need to study religious diversity in organizations, which has not yet received adequate academic attention of management scholars. The paper attempts to define and understand the nuances of religious diversity with the help of certain theories from psychology and sociology domains. It aims to present the legal provisions of different countries regarding workplace religious discrimination and endeavours to synthesize and analyze the pros and cons of religious diversity at workplace. The paper follows a systematic literature review approach. The descriptive analysis of search results and thematic analysis of the literature reviewed has been presented. It is found that the theories from other domains can be borrowed to understand the root cause of different perceptions for religious diversity. The favourable and unfavourable outcomes of workplace religious diversity have been identified and categorized at two levels i.e. individual and organizational. It is realized that the favourable outcomes of bringing religion to workplace outnumber the unfavourable outcomes and therefore it is time to leverage workplace religious diversity. Lastly, the paper attempts to equip the human resource managers with certain strategies to better deal with religious diversity issues at the workplace.