The Workplace Response to Trump’s Executive Order on ‘Eradicating Anti-Christian Bias’

President Donald Trump signed an executive order (EO) titled “Eradicating Anti-Christian Bias” on Feb. 6.

This EO aims to “protect the religious freedoms of Americans and end the anti-Christian weaponization of government,” emphasizing how the First Amendment and various federal laws protect religious practice and forbid discrimination and hate crimes based on religion. It cites recent incidents of “hostility, violence, and vandalism” against Christian individuals, churches, and nonprofits, often because of their opposition to abortion, as well as instances of Christians being forced to “affirm radical transgender ideology against their faith.” The initiative reflects the administration’s commitment to ensuring that no governmental actions or private behaviors hinder U.S. citizens’ ability to practice Christianity freely and without discrimination.

This order paves the way for increased scrutiny regarding religious inclusion, and HR professionals should audit their work environments to root out any faith-based discrimination. They should also educate employees on religious bias and create cultures that respect and include people of all faiths — or no faith — while not discriminating against LGBTQ+ employees.

“The executive order doesn’t create new protections, but it does reinforce existing ones,” said Sarah Goodman, an attorney at Offit Kurman in Philadelphia. “Its emphasis could lead to practical shifts, such as increased scrutiny of accommodation requests to ensure they are genuinely based on religious beliefs, heightened awareness among employees of their accommodation rights, and a greater focus on the neutral application of accommodation policies across all faiths.”

Identify and Eliminate Religious Bias

HR professionals can begin by reviewing their workplace cultures and policies to identify potential discrimination against any religious group and to ensure acknowledgment of all belief systems. HR also should ensure that employees who don’t subscribe to a particular faith tradition aren’t discriminated against. Bias against employees based on religion can manifest in many ways, including harmful stereotyping or jokes and failure to accommodate religious practices, observances, and attire. At the same time, employees should not be required to participate in religious activities, according to Goodman.

“HR professionals should begin with a comprehensive review and revision of all workplace policies to ensure religious neutrality and equal application across all faiths,” she said. “HR professionals should prioritize creating a workplace where all employees feel respected and valued, regardless of their beliefs or nonbeliefs, as a proactive and inclusive approach. This is the most effective way to prevent religious discrimination and ensure legal compliance.”

Employees should also be granted a safe and accessible means of reporting instances of religious discrimination to HR professionals. Providing a forum for sharing experiences of prejudice is crucial in maintaining inclusion and making employees feel protected.  

“Confidential reporting mechanisms and consistent reinforcement of leadership’s commitment to religious inclusion are vital for creating a safe and respectful workplace,” Goodman added. “A continuous improvement model, incorporating employee feedback and data analysis, ensures that educational initiatives remain relevant, impactful, and ultimately, contribute to a harmonious and inclusive organizational culture.” 

Educate Employees on Religious Inclusion

Employees should not have to hide their religious identity upon entering their workplace, and they deserve to work in a place that respects their beliefs. HR professionals play an important role in teaching employees about what it means to uphold values of religious inclusion and tolerance. Workplaces cannot achieve truly inclusive cultures unless employees understand how to promote a sense of belonging for people from all walks of life. Employers can start by implementing programs that increase awareness of religious diversity. 

“Robust training programs on religious tolerance are essential, covering a wide spectrum of faiths and belief systems, addressing common misconceptions, and promoting understanding of diverse practices,” Goodman said. “These programs should be interactive, mandatory, and regularly repeated. Inclusive language and practices are also key, from avoiding religion-specific terminology in communications to providing diverse food options and designated prayer spaces.”

Educational programs focused on religious tolerance and inclusion should also discuss microaggressions related to faith — small instances of discrimination that often happen unconsciously. These can take many forms, such as making assumptions about employees based on their faith, and can have an unexpectedly large impact.

For example, “Christians, particularly conservative Christians, are sometimes stereotyped as ‘judgmental’ and/or ‘close-minded,’” said Jonathan A. Segal, an attorney with Duane Morris in Philadelphia and New York City. “These harmful stereotypes may result in the loss of employment opportunities for Christians and deprive employers of the benefit of their talent.”

Championing Both Religious and LGBTQ+ Inclusion 

A long-running challenge for HR is addressing tensions between LGBTQ+ employees and those who cite their religious beliefs in opposing LGBTQ+ rights. 

To achieve a truly inclusive workplace, LGBTQ+ employees must be afforded the same right to bring their full, authentic selves to the workplace as anyone else. All employees deserve to come to a workplace that respects all identities, including religion, sexual orientation, and/or gender identity. Although the executive order asserts that LGBTQ+ inclusion, particularly of transgender employees, necessarily leads to religious discrimination, experts say workplaces can include, value, and respect both religious and LGBTQ+ employees without infringing on the rights of either group. 

“LGBTQ+ employees are protected by the same Title VII provisions as religious employees,” said Jim Link, SHRM-SCP, CHRO at SHRM. “Preventing discrimination against LGBTQ+ employees and doing the same for religious employees are not mutually exclusive prospects.”

Just as they would for employees of faith, HR professionals should build workplace cultures that respect LGBTQ+ employees and prohibit prejudice against them. HR departments should implement a means for LGBTQ+ employees to report discrimination based on gender identity and sexual orientation internally, just as they should for employees to share concerns with their employers about religious, racial, or sex-based discrimination.

Learn more about SHRM’s Belonging Enhanced by Access through Merit (BEAM) framework to develop a timely, impactful approach to inclusion in your organization.