Analysis of Religious Discrimination in the Workplace: A Report

This report examines religious discrimination in the workplace, focusing on the rights of employees and the legal frameworks that protect them. It begins by defining religious discrimination, highlighting how individuals can be treated unfavorably due to their religious beliefs or affiliations. The report then delves into the importance of religious beliefs in the workplace, emphasizing that religious differences are often rooted in values and principles. It differentiates between direct and indirect discrimination, hate crimes, victimization, and harassment. Furthermore, the report references the Civil Rights Act of 1964, specifically Title VII, which prohibits religious discrimination. It also discusses the responsibilities of employers, including the accommodation of religious beliefs, the prevention of harassment, and the consequences of non-compliance. The report concludes with a real-world example of a case involving an employee's request for religious accommodation, illustrating the practical implications of these legal and ethical considerations.

Running head: REFLECTION 0
the idea of freedom
APRIL 8, 2020
Student details:

REFLECTION 1
The religious discrimination is handling the individuals or group of individuals in different
manner for the reason that they have different specific beliefs regarding their religion. I came to
know that the religious discrimination includes treating the people (candidate or personnel)
unfavourably due to his or her religious belief. I can see that it can also involve treating a person
in different manner because that person is married to (or related to) the person of another
specific religion. I read that there is great importance of nature of religious thoughts in working
life of people. I found that the daily religious beliefs are depended on the general experience of
human being in place of ideological differences. I also realized that the religious differences are
entrenched in values as well as principles that are arranged in different way based on culture we
developed in. However, the religious differences are implemented to similar dilemmas, which we
face at workstation. I knew that there are different types of religious discrimination. It can see
that the religious discrimination can be direct discrimination, indirect discrimination, hate
crimes, victimization, and harassment.
Further, I also read that the Civil Rights Act of 1964 as well as Title VII of the Civil Rights Act
of 1964 gives protection to the students and workers from religious discrimination in educational
settings and workstations (EEOC.Gov). As per these provisions, the employer cannot make
religious discriminate against the employees and future employees. It is clear to me that
managers cannot treat the job candidates and personnel more or less favourably based on
religious approaches as well as beliefs. In addition, the employers should not force the
employees to take participation in the religious functions as the conditions of hiring (Vickers).
The managers should also sponsor the holidays for those workers. It is also realized by me that
the managers should take necessary steps for the employees who face hardship on the business
interest. I came to know that there is provision of fine if the complaint is made against the

REFLECTION 2
manager in relation to the religious discrimination. I saw this situation in my organisation. A
Jewish employee is working in my organisation. He wished to have time off for Hanukkah.
However, our manager denied the time off. After the rejection, that Jewish employee filed a case
of religious discrimination against manager with the EEOC.
In this way, it is found by me that the workers cannot be employed suspended, unlawfully
terminated, withheld the promotion or suspended some part of salary because of their religious
approaches along with beliefs. I concluded that the mangers of company should also take some
steps for preventing the religious harassment at the workstation by different people of the
employees along with management. I felt that it is a duty of the employers that they should
accommodate the religious beliefs of the workers.

REFLECTION 3
References
EEOC.Gov " Religious discrimination" EEOC. Web 08-04-2020. 2019. <
https://www.eeoc.gov/laws/types/religion.com. > '
Vickers, Lucy " Religious freedom, religious discrimination and the workplace.
". USA: Bloomsbury publishing, 2016