The most difficult outcome of this new trend from a manager's point of view takes place when religious groups resist company policy.
For instance, there have been cases of 'Christian employee affinity groups' refusing to sign diversity statements that include homosexuality, or asking management not to recognise Gay-Lesbian-Bisexual-Transgender (GLBT) affinity groups. Some companies call in mediators to solve these kind of disputes.
In general, the most popular ways in which companies respond to the rise of religion are to provide flexible holidays, cafeteria food that meets religious dietary requirements, spaces for prayer or meditation, and allowing employees to set-up faith-based affinity groups.
Toppling a taboo: businesses go 'faith-friendly'
Knowledge@Wharton, January 2007