Consider Hiring More Christians. Here’s Why.

By Paul Graves

Honesty. Integrity. Truthfulness. All hallmarks of good business practice, right?

We all want employees with strong business ethics and good moral convictions. But when was the last time it came up in an interview? Something like: “Have you ever had work experience that challenged your moral compass?”

Let’s push it a bit further. “Where does your moral compass come from?”

It’s difficult to ask about the source of a potential employee’s moral convictions without brushing with federal regulations on discrimination. And while the law requires companies to reasonably accommodate sincerely held religious beliefs, oftentimes politically correct corporate cultures unofficially dictate that we work in a perfectly secular environment.

Whether it’s due to some people not wanting to feel harassed (or preached at) or discriminated against, the entire situation is unfortunate.

Title VII of the Civil Rights Act of 1964 (Title VII)

This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants’ and employees’ sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer’s business.

Spiritual convictions and their positive effect on the workplace are very real. In fact, consider a recent TODAY poll: 68% percent of respondents said they are certain God exists. And of that group, 94% believe God watches over them, that God has an active and relational connection to the world.

If the poll is truly representative, it’s safe to assume that the majority of our colleagues assign great import to their spiritual identity. For those who believe in God, almost all carry a sincerely held belief that his presence in their lives actively affects the day-to-day.

In an article titled, “Eight Traits of an Ethically Healthy Culture,” David Gill, Mockler-Phillips Professor of Workplace Theology & Business Ethics at Gordon-Conwell Theological Seminary, contends that the Beatitudes found in Jesus’ Sermon on the Mount provide the foundation for a healthy, value-driven culture no matter the spiritual disposition of employer and employee.

Gill says that corporate culture should empower and enable people to achieve business goals. Wouldn’t it be great if we could count among our colleagues those motivated by a sincere faith in a God who teaches openness, humility, accountability, the pursuit of excellence, honesty, integrity, collaboration, and courage (Matthew 5:1-16)?

Hiring Bible-believing Christ followers can help any organization move forward toward creating a healthy, value-driven culture that allows for an organization to achieve its mission efficiently and effectively.

Paul Graves is a pastor and leader of GodWork360, a ministry of Cedar Park Church in Bothell, WA, a vocation-focused ministry of Cedar Park centered on inspiring, supporting, equipping, and mobilizing you to discover and live out your full calling in your place of work. A church that works is the church that works.

Image credit: Bill Strain