Document Type

Dissertation/Thesis

First Advisor

Larry Martinez

Abstract

The following research article utilizes the four frameworks (faith-avoiding, faith-based, faith-safe, faith-friendly) discussed by previous researchers Miller and Ewest (2015) in order to evaluate the effects of religious diversity management strategies on varying employee attitudes. An evaluation of the previous research in the field of religion and its effects on management strategies with a basis in title VII laws is also addressed. Based on a sample of 300 participants, significant results in the frameworks and their corresponding variables were found. Of the four frameworks utilized the faith-friendly framework was found to be by far the most favored of all regardless of religion, while the faith-avoiding framework was displayed as the least favored. With the following findings this study encourages future research that addresses not only diversity management strategies but also strategies accommodating to title VII laws as well.

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