Religious Discrimination: Bennett-Alexander & Hartman

There are numerous examples that can be found in Bennett-Alexander & Hartman textbook in regards to religious discrimination claims. What comes to this writer’s mind when thinking about religious discrimination is that it is something that can occur anywhere. From the workplace perspective either the employer, employee, or customer can discriminate on the basis of a person’s religion if the person is treated differently based on traditional garb that an employee or customer may wear. The reaction can be disrespectful in some way or the customer or employee may notice a difference in treatment among different individuals that may lack exposure. Some individuals or employees may not be aware of how they may be discriminatory based on other’s

According to Equal Employment Opportunity Commission (n. d.), best practices in the workplaces is the following “Employers should allow religious expression among employees to the same extent that they allow other types of personal expression that are not harassing or disruptive” (Equal Employment Opportunity Commission, n. d., p. 2). Furthermore, it is in the best interest of the employer to act in a timely fashion to allegations made by an employee that may feel offended, threatened, or harassed in order to avoid the situation from escalating to something that can be pervasive and abusive, which can create a hostile work environment (Equal Employment Opportunity Commission, n. d.). Such a case can lead to Title VII violation. If such discriminatory actions are coming from a contractor, then the manager is to discuss this with the contractor and suggest to stop otherwise a new contractor may be requested for the job (Equal Employment Opportunity Commission, n. d.). From the employee’s end, the employee can personally confront a person to stop making unwelcomed religious comments or anti-religious comments (Equal Employment Opportunity Commission, n. d.). If the employee does not feel comfortable with confrontation, then the employee can report such comments to his or her supervisor to deal with it and make appropriate accommodations (Equal Employment Opportunity Commission, n.