Working with Diversity

Running head: WORKING WITH DIVERSITY
WORKING WITH DIVERSITY
Name of Student
Name of University
Author Note

1WORKING WITH DIVERSITY
1.
Discrimination can be defined as unjust, unlawful and prejudicial treatment of a person
based on race, age, sex, religion or ethnicity. Religious discrimination is the treatment of a
person differently or unfavorably because of their religious beliefs or their association with any
individual of a particular religious belief (EEOC, 2019). Religious discrimination has been a
prominent issue in the recent years because of various reasons. Discrimination of any type in the
workplace has been prohibited by law. Any kind of discrimination and harassment resulting to
hiring, firing, pay job assignments, promotions, offensive remarks by any supervisor, co-worker
or customer or that creates a hostile or offensive work environment or resulting in adverse
employment decision is deemed illegal by law. Inclusiveness in workplace can be defined as the
intention to value individual differences in the workplace making a person feel welcome
irrespective of his religion, age, sex, ethnicity or race (Forbes, 2019).
As a religious minority living in Australia I have recently experienced a situation that can
be concluded as discrimination for my religious beliefs. As a Hindu Man I have worn a locket
with a picture of a deity worshipped in my religion. Last Monday I joined an accounts firm as a
part time accountant. When I went to my workplace on Monday I noticed that I was the only
person of the minority group in my workplace. I had notified my employer about my
predicament that I will be wearing the locket and my employer agreed to it. During lunch time I
tried to join a few of my colleagues for lunch but was refused instantly. One of them told me that
to join them I will need to remove my locket. There were further derogatory comments made by
them against my religion. I instantly reported the incident to my supervisor who asserted me that
necessary actions would be taken against them in the earliest. But even after one week I am still
experiencing the same non-inclusiveness from my colleagues as I experienced on my first day.

2WORKING WITH DIVERSITY
The right to wear religious clothing and symbol at workplace has been recognized in the case
Eweida and Others v The United Kingdom by the European Court of Human Rights (Squelch,
2013). The right to freedom of religion has been protected in the Australian Constitution. In this
context I can say that I have been discriminated because of my religious beliefs. I strongly
believe that although there are certain legislations and policies that my organization follows yet
their implementation has not been done properly.
2.
The equal employment opportunities and anti discrimination in the workplace are
covered under the national and state laws. The ACT Human Rights Commission in the
Australian Capital Territory, the NSW Anti-Discrimination Board in the New South Wales,
Northern Territory Anti-Discrimination Commission, Anti-Discrimination Commission
Queensland, Equal opportunity Commission of South Australia, Office of Anti-Discrimination
Commissioner in Tasmania, the Equal Opportunity and Human Rights Commission in Victoria,
Equal Opportunity Commission of Western Australia provides the laws and regulations required
for equal employment opportunities and discrimination and harassment free workplace
(Business.gov.au, 2018).
Although Australia does not have any Bill of Rights, a number of express rights and a
few implied rights are protected by the Constitution of Australia. In the section 116 of the
Australian Constitution it has been prohibited to the Commonwealth to make any laws to
establish any religion, impose on the people any religious observation, prohibit free exercise of
any religion or require religious test as qualification for any office or public trust (Parliament of
Australia, 2018).