By Mary Beth Barry
At a recent event, several attendees questioned why it is necessary to integrate Catholic identity into their HR structure. Some argued that it seemed redundant—after all, their identity is obvious, “Catholic” is even in their organization’s name. Others were confused because many of their employees are not Catholic, nor are they required to be, so they saw little reason to emphasize faith in their HR practices.
At CBA, we emphasize the importance of explicitly aligning your organizational and HR practices with Catholic teaching. Without this alignment, organizations risk hiring employees who are not mission-aligned—or worse, whose actions could cause scandal. When Catholic identity is not clearly communicated—particularly during onboarding and orientation—it creates confusion, misunderstandings, and challenging conversations. It also increases legal vulnerabilities.
Risks of Not Communicating Catholic Identity
Consider these real-life scenarios from CBA members:
- A Catholic school faced challenges when an unwed teacher publicly announced her first pregnancy.
- A Catholic Charity manager interviewed a candidate even after knowing they were undergoing a gender transition and they actively advocated for causes that conflict with Catholic teaching.
- An HR manager was asked about contraception coverage and responded, “Our leaders follow Catholic teaching, we don’t cover that, which I don’t agree with.”
In each case, clear and consistent communication about Catholic identity from the outset could have provided a framework to address these challenging situations with confidence and integrity. Without this foundation, organizations risk hiring individuals whose actions conflict with their mission, leading to internal discord and public confusion.
Whether you are a parish, Catholic ministry, or faith-aligned organization, clearly articulating how Catholic teaching shapes your work is essential. Employees, regardless of their personal beliefs, must understand how your faith informs policies, expectations, and decisions.
This clarity reduces misunderstandings, mitigates legal risks, and distinguishes your organization from secular workplaces. While we are called to love all people as Christ does, this does not mean accepting behaviors that conflict with Church teaching or undermine your mission. By clearly communicating how Catholic identity informs your policies, you set appropriate boundaries and foster a workplace culture rooted in faith and integrity.
Why Onboarding and Orientation Matter
While related, onboarding and orientation are distinct processes. Onboarding is an ongoing process that begins when a new hire accepts a job offer and includes orientation and continued training. Orientation is a one-time event that provides essential information about the organization and the employee’s role. It also offers a key opportunity to clearly and consistently communicate Catholic identity.
When Catholic identity is intentionally woven into these processes, it clarifies how the organization’s mission shapes everyday work. This clarity fosters a unified culture, enhances job satisfaction, and promotes ethical decision-making.
For employees stepping into leadership roles (whether as a new hire or via promotion), a strong understanding of Catholic values should shape decision-making and foster a culture of servant leadership. When leaders embody Catholic principles, they reinforce the organization’s mission and prevent confusion or misalignment. Ensuring all employees understand and adhere to these values strengthens the organization’s Catholic identity and protects against legal and cultural challenges.
To effectively integrate Catholic identity into your onboarding and orientation programs, it is essential to be intentional and consistent. Below are key elements to guide you in embedding Catholic values throughout these processes. For a deeper dive, including additional best practices and sample language to incorporate in each section, we encourage you to explore our Members Only Room (MOR) for exclusive resources and tools.
Key Elements to Integrate Catholic Identity in Onboarding
- Begin with the Mission
- Communicate Core Values
- Provide Practical Applications of Catholic Identity
- Highlight Ethical Expectations
- Celebrate Faith in Action
- Give Special Considerations for Leadership Transitions
- Document and Retain Training Records
- Incorporate Prayer and Reflection
- Set up a Physical Space for Employee Prayer
Tips for Implementing Catholic Identity in Orientation Programs
- Customize Onboarding Materials
- Offer Mentorship and Formation Opportunities
- Integrate Prayer and Reflection
The Long-Term Impact of Faith-Based Onboarding and Orientation
When Catholic identity is consistently integrated into every stage of the employment lifecycle, it reinforces your mission, protects against legal challenges, and fosters a culture rooted in faith and integrity. Doing so also increases the likelihood that your employees will be satisfied that they are contributing to a meaningful mission. If your job postings, descriptions, interviews, and employment agreements already reflect your Catholic values, onboarding and orientation will naturally reinforce them.
To summarize, by embedding Catholic teaching into these processes, you:
- Set Clear Expectations: Employees understand how Catholic teaching shapes your policies, reducing confusion and disputes.
- Strengthen Legal Protections: A consistent, faith-based approach supports your ability to use legal defenses when challenged.
- Cultivate Mission Alignment: Clear communication helps all employees—Catholic or not—understand their role in advancing your mission.
- Protect Your Mission’s Integrity: Explicitly linking your faith to HR practices helps prevent the hiring of individuals whose beliefs or actions conflict with Catholic teachings.
Proactively weaving Catholic identity into your onboarding and orientation ensures every employee understands they are part of a mission grounded in the Church’s teachings and the pursuit of human dignity.
Catholic ministry employers should establish clear HR practices reflecting Catholic teaching to strengthen their key legal protections. By clearly communicating Catholic values and the ministerial nature of roles during onboarding, Catholic employers both protect their religious liberty and live out their mission, as affirmed by Church teaching and the First Amendment. As Dignitatis Humanae states, “Religious freedom… is to be understood as a right of the person,” reinforcing that religious freedom is an inherent right rooted in individual conscience.
Catholic identity should be more than a statement—it should be reflected in how you welcome, train, and guide employees. Thoughtful onboarding rooted in Catholic teaching helps your organization stay mission-focused while fostering a workplace culture of faith and respect. For members who would like support or sample language to strengthen your Catholic identity, please reach out via email.