The Legacy Of American Diversity

It is also mentioned in the textbook that if cases concerning religion accommodations are brought to court, they may be dismissed because of an employee wearing religious garbs could be unsafe on the job. While this may be true in some instances, in this particular case, the employee wearing her hijab on the sales floor, working directly with the customers, will not hinder anyone’s safety.

“As recently as September 2010, Muslim workers have reported that they have been victims of employment discrimination. Workers report name calling by co-workers, such as ‘terrorist’ or ‘Osama,’ and complain that employers bar them from wearing the headscarf or participating in prayer times” (Moore 93). This level of disrespect should not be tolerated as

Muslim American faces many discrimination because of their faith, but many people are not aware of the characteristics that makes the Islamic faith. People make assumptions about what it means to be Muslim, and that often results in offending the Muslim’s culture. It’s crucial as future practitioners that we understand the culture of our client. For example, to help a client with an Islamic faith, we first have to understand their cultural background, and their religious background.

I feel employment discrimination concerns can be addressed quite simply in the religious workplace by implementing an organizational policy addressing ministerial exceptions and first amendment rights in relation to respecting an establishment of religion with state. Through ongoing training with staff covering religious rights in the workplace I would give detail and clear guidance on how to notify individuals and supervisor to make a discrimination complaint without retaliation.

workforce must learn to work together regardless of religious differences (Flake, 2015). Accordingly, employers and workers must adapt to the changing religious landscape and increase accommodations and tolerance of unique beliefs and practices. From a corporate perspective, Dixon can conduct a confidential diversity study to determine awareness of biases (Gomez-Mejia et al., 2016). With this data, Dixon can then develop and guide diversity awareness training across the entire company to foster an atmosphere of religious inclusion and initiate support groups to counteract feelings of

It morally wrong to judge people by the religion that they follow, and when the discrimination is being done in the workplace it is illegal. These are people who just want to work a job to support themselves, but some companies make this difficult. Women wear a hijab or head scarf so they will be judged on their intellectuality, but then they are being passed over for a position that they are qualified for because they wear one. “Companies may see the hijab and immediately make the decision to not hire because of her religion of choice, as the scarf may not have “a place in their work environment”, completely disregarding any and all skills the applicant may hold” (King, 2015). As a country we should be more open to people that are different than us and allow them the freedoms stated in the constitution. Hopefully, we can set a better example and the rest of the world can

“There are about 1.6 billion Muslims or 23 percent of the world’s population, making Islam the second-largest religion” (Desliver, 2013). There are five guiding principles of Islam that Muslims follow. The principle that we are concerned with as a company is his request to pray three times a day during his work shift, which falls under the “Salat”,

The Meatpacking Factory is a case study involving the decision of a factory manager to let his Muslim workers observe their faith by taking breaks at sunrise and sundown during their holy month of Ramadan. James Windham, the factory manager, thought their request was well warranted and felt he should be considerate of the religious beliefs of his employees. There are about 100 Muslim workers which represents 20% of the employee population at the factory. To Windham’s dismay, the breaks began having a significantly negative affect on productivity due to the ever shifting sunset and sundown times. Trying to accommodate a constantly changing schedule left Windham struggling to nail down a

Kareem’s needs being breaks for his prayer schedule versus the ABC corporation culture of high-productivity and desk presence at all times except approved breaks. However, there is a way in which the gap can be bridged. “Having a policy barring discrimination is a good first step, but employers must go further to educate employees about their legal rights and help create a culture of respect and mutual cooperation in the workplace” (Bias, 2005). Showing effort and making employees feel comfortable enough to open up to management about their religious needs is important. It is their legal right to be able to have reasonable accommodations and not feel discriminated against by management or other employees. Management set the tone for the overall

Religious discrimination poses very real questions and dilemmas balancing the rights of employees to protect and express their beliefs and those who feels religion in the workplace should not be allowed to express and practice their beliefs to the detriment of others which causes a moral issue. In this section of my paper I will look at the employers and employees reason for which the act was done and will try to describe the ethical issues and any breaches to ethical behavior.

The case between the U.S. Equal Employment Opportunity Commission (EEOC) vs. Abercrombie & Fitch revealed how a company’s culture may infringe on people’s rights. In 2008, Samantha Elauf a 17-year-old Muslim woman applied for a sales associate position at Abercrombie & Fitch Kids store in Tulsa, Oklahoma. During the interview process, she wore a black head scarf, also known in her culture as a hijab. Ms. Elauf was not asked about her headscarf or religion during the interview nor did she mention she was Muslim and wearing the headscarf (hijab) is part of her religious practice. Additionally, during the interview, Ms. Elauf chose not to request accommodations to wear the headscarf at work due to her religion and culture. The interviewer and hiring manager, Heather Cooke gave Ms. Elauf a score that deemed

The Young Muslims, a national youth organization, and community service group has had a lasting impact on me by contributing greatly to my identity as a Muslim. In the past summer, I had the great opportunity with Young Muslims to travel to some of the poorest areas of Houston, the Fifth and Third Wards. Upon our group’s arrival to the Wards we set up a food and resource stand that read “Free food, water and resources.” One by one, as people came to our stand we worked as a cohesive unit to deliver food and supplies to over three hundred individuals. My experience with Young Muslims opened my perception to a much larger world than the one I currently live in. It fundamentally engaged me to experience change and unconventional viewpoints that

As the world becomes more globalized, cultural competence becomes increasingly important. It is essential that individuals are willing to understand various viewpoints, cultures, and religions, even if it is one that is not prevalent in their current surroundings. While under 3 percent of United States citizens identify as Muslim, they account for over 20% of the world population. Islam is a monotheistic religion that worships the deity Allah and follows similar principles and morals as Christianity and Judaism. In December of the year 2014, I interviewed one of its followers. Interviewing Hiba Alva increased my knowledge of a religion that effects people worldwide, strengthened my understanding of fellow humans, and highlighted complications that followers of minority religions may face.

This study is based on thirty comprehensive interviews with Muslim men and women who reside within the San Antonio metropolitan area. Each interview lasted approximately one and half hours and were digitally recorded, then transcribed. All of the interviews had been conducted on a one on one basis at their residence. All interviews were based on open ended discussion on what is important to a Muslim family. The items discussed in the interviews had included age, faith, education, family, culture, heritage, marriage, ethnicity, immigration status, and profession. These individuals come from diverse educational and occupational backgrounds. Their professions were comprised of six physicians, five dentists, three graduate students, two attorneys,

Today there are over 900 religious employee resource groups, according to the International Coalition of Workplace Ministries (Cañas & Sondak, 2010). These affinity groups can help encourage religious understanding by offering panel discussions that educate employees on their beliefs. By allowing open discussion, answering religious questions and creating an open, welcoming religious environment in the workplace employees can better relate to one another through shared religious principles (Cañas & Sondak, 2010). When looking at the business case for diversity, not asking employees to hide their faith at work allows for greater productivity, and time and energy focused on business results (Cañas