Pierre-Antoine Sprimont

Bio: Pierre-Antoine Sprimont is an academic researcher. The author has contributed to research in topics: Hypernorms & Religiosity. The author has an hindex of 1, co-authored 1 publications receiving 7 citations.

Religious accommodation in France: decoding managers' behaviour

Abstract: Purpose This research aims to explain, in the secular French context, the intention of managers to accommodate religious expression at work (REW) when they are not obliged to do so. This paper seeks to understand the determinants of managerial positions on REW. Building on previous studies on how organisations and managers deal with religious expression, this research seeks to extend the evidence on this important aspect of managerial behaviour in relation to accommodating REW. Design/methodology/approach The hypotheses were tested using a structural equation model based on the theory of planned behaviour (TPB) in diversity management (N = 151 French managers). This method highlights attitudinal and organisational determinants favourable to the intent to accommodate. Findings The present research provides new insight by identifying two main direct factors affecting managers' accommodation, namely, organisational flexibility (flexible hours, autonomy) and perceived consequences (advantages, disadvantages) and one indirect factor, religiosity. In line with the contradictions within diversity management, the perceived consequences are ambivalent and highly context dependent. One issue to explore is that managers seek to deal with religious expression by making it invisible. Research limitations/implications In the French context, the explanatory social norm might not be “religiosity” but rather “perceived secularity”. The authors recommend that future studies use qualitative methods with interviews and photo elicitation to extend this first study. Indeed, the complexity of the managerial position requires an in-depth understanding of managers' attitudes and behaviours with regard to religion. How do managers apply a common ground strategy and create unity despite differences? Is the desire to make arrangements invisible with a view to inclusive neutrality specific to France, or can it be generalised to managers in other countries? Does the intention to accommodate not essentially depend on the manager-employee relationship dynamic? This research raises questions for scholars about the relationship with the other and ethical managerial conduct. Practical implications France is a secular country where a debate is emerging on cases of discrimination due to REW. The results contribute to approaches to drafting company guidelines for managers and may help organisations anticipate the risks associated with REW. The discussion of the results reveals the importance of social norms in the sense of hypernorms (religiosity) and undoubtedly of secularism, nondiscrimination and gender equality in the decision-making process on accommodation. These inclusive norms should therefore be handled with care in the various guidelines that have been developed. Originality/value REW is increasing but is a neglected dimension of diversity management. This study helps explore this new field by promoting an understanding of managers' intention to accommodate in a specific secular context.

Religious identity in the workplace: a systematic review, research agenda, and practical implications

Abstract: We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well-being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job-related concerns, and the organization’s policies, practices and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.

Religion, Children and Employment: The Baby Loup Case

Abstract: The aim of this article is to offer a systematic analysis of the French Cour de cassation’s plenary Chamber final decision on the Baby Loup case in which it was held that a private nursery had lawfully required one employee to remove her jilhab at work, in accordance with the general religious neutrality requirements contained in the nursery’s policy. The article examines the decision in light of ECtHR and French domestic legal requirements. First, I argue that laicite – rightly – held to be irrelevant still unduly taints the reasoning. As a result, proportionality and anti-discrimination provisions are not properly applied. Secondly, I compare and contrast the decision to recent ECtHR cases, notably to Eweida and Others v UK. I argue that a Baby Loup-type restriction does not meet ECHR standards. Besides, the margin of appreciation, recently used by the ECtHR to save the French ban on the full-covering of the face in the SAS case, is unlikely, as will be demonstrated, to come into play in a Baby Loup context.

Les grandes entreprises françaises et la religion

Abstract: Se positionner face a des demandes de nature religieuse est devenu un acte de management complexe. Pour eviter une gestion subjective et desordonnee de ses manifestations, les entreprises tentent d’introduire de la rationalite en fournissant aux managers des outils de gestion permettant de fonder leurs reponses parmi lesquelles les guides, sur lesquels nous nous focaliserons tout particulierement dans cet article. Nous nous demandons plus precisement comment interpreter le contenu de ces outils, en tant que revelateur des postures des entreprises francaises face aux manifestations du religieux. Nous proposons, sur la base d’une revue de litterature et d’une etude empirique de nature qualitative une grille d’analyse visant a caracteriser ces postures et les niveaux d’analyse associes : individuel, organisationnel et societal. Tous les guides manageriaux de la question religieuse proposes par les entreprises et les associations en France sont ensuite passes au crible de cette grille. Notre article permet ainsi de caracteriser la diversite des attitudes des grandes entreprises francaises engagees dans la production d’un meme type d’outil en reaction aux memes types de revendications religieuses, et d’envisager les enjeux pour la GRH.