Religious Discrimination: Analysis of Case Study
There is a rising concern in the United States due to the higher rates of religious discrimination against non-Christians or non-religious groups. Even though Christianity is the dominant form of religion in the U.S., the country accommodates other faiths and should develop societal structures that prevent possible cases of discrimination due to one’s beliefs and values. Thus, the current paper analyzes the case of a Muslim employee who experienced religious discrimination in the workplace and proposes measures that should have been used to avoid such injustice.
Issues Umme-Hani Khan Encountered in the Workplace
Umme-Hani Khan experienced discrimination in the workplace due to her religion as a Muslim. She had limitations on her religious wear, which resulted in her having to choose between her religion and work. Khan, being a Muslim, had a distinct religious dress code that consisted of wearing headscarves: the hijab. Khan had to comply with the limitations placed on the use of headscarves. She had to ensure that her hijab corresponded to the company’s colors at the Hollister store where she worked. After the firm introduced a new working attire, Khan was put in a dilemma because she had to abandon the hijab not to lose her job. She was eventually fired because she could not continue working at the expense of her religious beliefs (U.S. Equal Employment Opportunity Commission, 2013).
Do A & F’s Actions Represent Discrimination and Harassment?
A & F’s, also referred to as Abercrombie & Fitch’s, actions are discriminatory because they involve the unfair treatment of an employee due to her religious beliefs, as noted by the U.S. Equal Employment Opportunity Commission (n. d.). The company used Khan’s religious beliefs and values as a reason to fire her, which is a manifestation of discrimination and harassment. A & F did not seem to have a policy that allows employees to express their religious interests when considering the company dress code presented in the introduction of the ‘look policy.’ The company failed to justify its exclusion of the hijab from its new policy by showing how the hijab caused undue hardship on the firm’s daily operations. Yet, the government is at the forefront to ensure that workplace discrimination does not happen. It is, therefore, the mandate of every organization to be updated on the regulatory measures that should be observed in the workplace t
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