American Christianity and commerce are bound together by their mutual history. In colonial America, Puritans excelled at the skills of capitalism, and in the 19th, 20th, and 21st centuries, Christian corporations have tied together religious and corporate culture. Even when corporations and churches have maintained a distinct boundary between faith and the market, American religion and capitalism seem to be uniquely compatible. Ministers and gurus use mass media to disseminate their message (via TV, radio, bookstores). Religious folk in the United States tend to act like consumers, choosing their theologies and churches based on their individual needs and desires, rather than relying on tradition to dictate their religious practices. Selling and buying in the American marketplace share many similarities with Christian categories of piety and evangelization. Further, corporations and religious communities have since the early 20th century collaborated in politics and social movements. In much of the scholarship on Christianity and commerce in the United States, this relationship is discussed as a strategic partnership between two distinct spheres of life: religion and the market. Recent scholarship, however, has questioned this neat division, arguing that the fluid relationship among commerce, consumption, and Christianity in the United States emerges from the historical co-development of capitalism and religion. If Christianity and the market in the United States look very similar, or are particularly friendly, it is because they were never separate to begin with.
Craig L. Nessan
Liberation theologies employ action-reflection (praxis-oriented) methodologies in response to particular forms of oppression, normally consisting of five elements: 1) identification with particular forms of oppression and suffering, 2) prophetic critique of that condition, 3) social analysis of the causes of oppression and suffering, 4) biblical and theological engagement to address that suffering and overcome that oppression, and 5) advocacy of structural change toward a greater approximation of justice. Liberation theologies engage in intentional reflection upon particular experiences in which these five elements interact dynamically according to the forms of suffering and oppression specific to particular populations, historical experiences, and contexts.
Liberation theologies are contextual theologies, emerging in specific locations and times, and are formulated to address specific forms of suffering and oppression by employing methods of social analysis, which draw upon the sciences (especially the social sciences), and biblical-theological reflection, which draws upon Scripture, religious history, and doctrine. Because these theologies deal with the suffering and oppression of particular endangered groups, central to their concerns are the definition of the human; analysis of sin, especially structural sin that diminishes the worth and status of those in each particular group; and drawing upon theological resources to advocate justice for each oppressed group, including creation itself. Liberation theologies have been subject to affirmation and criticism in the theological literature since their emergence in the 1960s.
Major forms of liberation theology include Latin American liberation theology, black liberation theologies, feminist theologies, womanist theologies, Latina/o and mujerista theologies, Native American liberation theologies, LGBTQ+ liberation theologies, and ecojustice theologies. Liberation theologies in America frequently engage in solidarity with liberation theologies in other global contexts. Antecedents of liberation theologies include the abolitionist, social gospel, and women’s suffrage movements, among others.
Through workplace spirituality, individuals and organizations express, share and impose faith-based commitments in normally secular work environments. The faith-based commitments vary from New Age to Christian evangelical and can be manifested in a wide variety of organizations, including publicly traded corporations, government offices, and small family-owned enterprises. Although the early 20th-century work environment was largely secular, workplace spirituality has deep roots in the Protestant teaching on Christian vocation and calling, and numerous movements have sought to revive it, including efforts by the World Council of Churches immediately following World War II. Changes in the nature of work, most specifically the decline of American manufacturing and the rise of “knowledge work” and the increasing importance of the service sector, created a new opening for faith expression in the workplace and for the use of faith-based symbols and practices. The rise of evangelical Christianity and its more vigorous public expression in the late 20th century also emboldened these believers to live out their faith at work and to manifest or impose it on organizations they owned or controlled. Responding to employee interest and First Amendment concerns, the United States government adopted its own policy on workplace religious expression in the 1990s. When organizations have difficulty recruiting and retaining talented individuals, a holistic work environment—including different forms of spiritual expression and exploration—has become an employee benefit that individuals value and seek in a workplace. Other organizations have adopted a model of workplace chaplaincy similar to the military or a college campus where religious professionals are available to minister and lead worship or religious instruction, and a number of “Christian companies” follow business practices such as advertising their religious identity, closing on Sundays, or proselytizing customers.
Workplace spirituality is not without controversy as employers must follow the Civil Rights Act of 1964 that prohibits discrimination in the workplace on the basis of religion. An employer cannot hire, fire, promote, or demote an employee based on religious belief, but the courts have varied in the level of accommodations that an employer must provide for religious practices in the workplace. Certain types of religious dress and observance of religious prayers or holidays have been a frequent source of conflict. Moreover, an overtly religious or spiritual work environment imposed because of the faith commitments of a business owner (or even zealous employees) can be faulted for creating a hostile work environment for those of other faiths or no faith. Claims of religious discrimination have been one of the fastest-growing civil-rights complaints in the United States for the last twenty years. Even with these concerns, the desire to express religious faith and spirituality at work continues and will likely grow with evangelical Christians and followers of non-Christian religions at the vanguard.