Religion and Spirituality in the Workplace Faith in the workplace and the level of accommodations that employers should allow is a growing problem. Additionally, the influx of people from diverse backgrounds who bring with them different religious practices has led organizations to seek help from organizations such as the Equal Employment Opportunity Commission (EEOC), courts, and law firms on how to address this new reality. Therefore, the complexities surrounding religion and spirituality in the workplace and recommendations on the cause and solutions were examined. Faith at Work Scenario One1. What are the possible explanations for that person's behavior? The need to be accepted or included is a fundamental principle of the human race. Furthermore, people express themselves through relationships. Examples include community involvement, work relationships, and religious affiliations (Baker, 2001). Furthermore, acceptance from others improves a person's overall well-being and improves his or her ability to give and receive friendship (Baker, 2001). Therefore, when a person is or perceives being degraded by others, this can negatively influence his or her behavior (Lueders, 2011). Consequently, this is the genesis of a hostile work environment (Williams, 2011). Offensive conduct can create a hostile work environment (Williams, 2011). Therefore, a hostile work environment refers to “any change that results in an alteration in an employee's mood or behavior based on conduct” (Williams, 2011, p. 1). Therefore, unwanted comments based on negative stereotypes about Sonia's religious attire from her colleagues made her feel uncomfortable and made her withdraw.2. How should management/leadership respond to this situation? Religion is a federal protection... at the heart of the paper... also, there are many people in my office who share the same faith. We have an online prayer page where people share prayer requests and praise reports. Fortunately, the number of people involved continues to grow. So I know that my faith has made me a better supervisor, colleague, and employee. Conclusion Faith in the workplace offers varying degrees of complexity. The rights of individuals combined with the needs of organizations is a difficult task. Therefore, employers must use all resources at their disposal, such as the EEOC, in order to fairly and appropriately align business objectives with employees' religious practices. Furthermore, to manage conflicts, resentments and misunderstandings, the organizational culture must transform itself into an environment of inclusiveness, understanding and continuous communication..