Build a Workplace That Respects Employee Speech and Religious Belief
How companies can recognize religious and ideological differences, encourage civil disagreement, and benefit from a wider range of views.
WHY IT MATTERSEmployees bring different religious, moral, social, and political convictions to work. A company does not need agreement on contested questions to build a cohesive workplace. It needs clear expectations for professionalism, equal treatment, respectful disagreement, and respect for employees’ sincerely held religious and ideological convictions. |
The Core Principle
Viewpoint diversity means recognizing that employees may hold different religious and ideological beliefs while sharing the same professional mission. A strong workplace policy makes room for those differences, encourages civil disagreement, and avoids requiring employees to personally affirm or profess agreement with corporate positions on disputed social, political, moral, or religious questions, while preserving legitimate workplace and job-related requirements.
This goes beyond a conventional nondiscrimination statement. Applicable law prohibits certain forms of religious discrimination, and many company nondiscrimination policies expressly identify religion as a protected category. A viewpoint diversity policy affirmatively communicates that differences in belief and opinion are expected, respected, and valuable.
These viewpoint-diversity principles complement, but do not replace, an employer’s obligations under applicable law, including requirements concerning religious nondiscrimination and reasonable accommodation. These recommendations reflect workplace-policy principles and Viewpoint Diversity Score criteria and are intended to complement, rather than define, the legal standards that may apply to private employers.
What the Score Evaluates
The Viewpoint Diversity Score looks for workforce-facing governance policies that do at least one of the following:
- Value employees with different religious, moral, political, or ideological beliefs;
- Encourage mutual understanding and respect across differences in faith, conviction, or viewpoint; or
- Recognize that varied beliefs, opinions, and ways of thinking improve creativity, decision-making, engagement, or business performance.
The clearest evidence appears in an official code of conduct, employee handbook, human-rights policy, or comparable governance document. A general webpage, press release, subsidiary statement, or marketing claim does not provide the same durable workplace commitment.
What Strong Policy Language Includes
VALUE DIFFERENCESThe company welcomes employees with different beliefs, faiths, opinions, values, or political views. | ENCOURAGE RESPECTEmployees are expected to listen, disagree civilly, and treat colleagues with dignity across differences. | RECOGNIZE VALUEThe policy connects varied viewpoints with better judgment, creativity, innovation, or stronger teams. |
What Does Not Qualify by Itself
Not every reference to diversity or respect demonstrates a commitment to viewpoint diversity. The following are generally insufficient on their own:
- A legal nondiscrimination list that mentions religion but does not value or encourage differences in belief;
- Generic statements about “diverse backgrounds,” “open dialogue,” or “different perspectives” without reference to belief, religion, ideology, politics, opinion, or thought;
- References to innovative ideas that concern product development rather than employees’ convictions;
- Customer-facing statements that do not govern the workplace; and
- Language found only in a subsidiary document rather than a policy of the ultimate parent company.
What the Evidence Shows
Companies use different language to acknowledge viewpoint diversity. The strongest policies identify the kinds of differences being protected and connect respect for those differences to everyday workplace conduct.
Snowflake Inc.Policy features: religion, values, political beliefs, respectful difference “The Snowflake community is diverse and multinational. We have different backgrounds, different cultures, different religions, different values, and different political beliefs. But we are all Snowflakes. Staying focused on what we have in common—our mission—and embracing each other’s differences with respect is the only way we will succeed.” (Global Code of Conduct and Ethics, Respectful Communications, p. 5, accessed 03/10/2026). Why it matters: The policy expressly names religious, values-based, and political differences, then grounds workplace unity in a shared mission rather than ideological agreement. |
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Omnicom GroupPolicy features: diversity of thought, religion, political beliefs, team participation “Together, we strive to create an inclusive environment that encourages diversity of thought, culture, experience and perspectives. That diversity enables us to solve problems creatively and deliver extraordinary solutions for our clients ... Invite new thoughts and perspectives into your work and on team projects, including diversity of ... religion ... [and] political beliefs.” (Code of Business Conduct, Diversity and Inclusion, p. 13, accessed 03/10/2026). Why it matters: Omnicom links religious and political differences to collaboration, creative problem-solving, and better client work. |
_Code-of-Business-Conduct_Diversity-and-Inclusion.png){kind=link}
AlightPolicy features: religious beliefs, personal beliefs, welcoming workplace “ESG focus areas at Alight [include p]roviding a work environment that promotes, welcomes, and celebrates ... religious or personal beliefs ...” (Our Code of Conduct, ESG (Environmental, Social and Governance) — Our global impact, p. 14, accessed 03/19/2026). Why it matters: The policy goes beyond prohibiting discrimination by affirmatively stating that religious and personal beliefs are welcomed in the workplace. |
_Our-Code-of-Conduct_ESG-Environmental-Social-and-Governance-Our-global-impact.png){kind=link}
CitigroupPolicy features: personal beliefs, values, different points of view, respectful listening “To promote a respectful work environment, you must ... [r]espect the personal beliefs, cultures, identity, and values of every individual. Listen and be respectful of different backgrounds and points of view.” (Annual Report, Engaging and Rewarding Colleagues, p. 9, accessed 03/16/2026). Why it matters: Citi connects respect for personal beliefs and values with a practical expectation that employees listen to different points of view. |
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Model Viewpoint Diversity Policy
The model below combines the three elements of a strong policy: valuing differences, encouraging mutual respect, and recognizing business value.
VIEWPOINT DIVERSITY POLICY1. Valuing religious and ideological diversity. [Company] seeks to create a workplace where all employees are valued. We respect employees’ religious, moral, social, and political beliefs and do not require employees to personally affirm or profess agreement with a particular position on contested questions. Employees remain responsible for complying with applicable law, workplace conduct standards, and legitimate job requirements. 2. Encouraging mutual understanding and respect. [Company] fosters a culture of civil disagreement and mutual respect across religious and ideological differences. Employees may hold a wide range of political, religious, and social views while remaining accountable for professional conduct, compliance with applicable workplace policies, and respectful treatment of colleagues. 3. Recognizing the value of viewpoint diversity. [Company] believes that varied beliefs, opinions, and ways of thinking strengthen judgment, creativity, engagement, and our ability to serve customers and communities. |
A Five-Step Policy Review
1. Locate the controlling policies. Review the code of conduct, employee handbook, human-rights policy, workplace conduct standards, and related training materials.
2. Look beyond legal boilerplate. Determine whether the company affirmatively values or encourages differences in belief, opinion, religion, or ideology.
3. Test for compelled agreement. Identify policies or training that may unnecessarily require employees to personally affirm or profess agreement with contested political, social, moral, or religious positions.
4. Seek employee feedback. Invite input from employees with varied religious and ideological beliefs about barriers to respectful participation.
5. Publish a durable commitment. Place the policy in a formal, workforce-facing governance document and apply it consistently across teams and regions.
Frequently Asked Questions
Is listing religion in an EEO policy enough? |
Not for purposes of the Viewpoint Diversity Score. A nondiscrimination clause is important, but it ordinarily prohibits specified discrimination without affirmatively recognizing or valuing differences in employees’ beliefs. A viewpoint diversity policy goes further by encouraging respect across those differences. |
Does viewpoint diversity require tolerance of harassment or disruption? |
No. Companies may enforce clear and consistently applied rules addressing threats, unlawful harassment, discrimination, disruption, and unprofessional conduct. Viewpoint diversity does not excuse conduct that violates applicable law or legitimate workplace requirements. At the same time, workplace standards should, where reasonably possible, distinguish professional conduct requirements from demands that employees personally profess agreement with disputed beliefs. |
Does every policy need to use the phrase “viewpoint diversity”? |
No. Terms such as beliefs, faiths, creeds, political views, opinions, values, thoughts, or ways of thinking may communicate the same commitment when used clearly in a workforce policy. |
Why connect viewpoint diversity to business performance? |
Allowing employees to raise concerns, test assumptions, and contribute different ways of thinking can improve decision-making, innovation, engagement, and institutional trust. |
Should companies review training as well as written policies? |
Yes. A formal statement can be undermined if training materials disparage employees because of protected religious beliefs or unnecessarily require employees to profess personal agreement with disputed political, social, moral, or religious propositions. Companies may still require employees to understand and comply with applicable law, workplace policies, and professional conduct expectations. Policy and practice should reinforce the same commitment. |
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Source note: This resource reflects the 2026 benchmark for viewpoint diversity acknowledged in workforce-facing content.
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