Religious Discrimination in Employment (Essay Sample)

Religious discrimination in employment
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The society today is encompassed with various social, cultural and political beliefs. It has contributed to the widening gap along discrimination lines. According to research, it is vivid that many individuals in the society are affected enormously by discrimination. It is the aspect of consideration or making a distinction in favor of or against a person or class to which the person is perceived to belong instead of consideration on merit.
Religion is a protected class, and therefore criticism and discrimination of religion in employment is a critical concern in the human resource department.
Out of intentions like achieving fairness, concern and equity in the hiring procedures, most companies or organizations recognize the importance of compliance with the limitations and laws in regards to employment. In many cases, management relies on the expertise of human resource committee to assist in identifying how to comply. (Noe, Hollenbeck, Gerhart, & Wright, 2011, pp. 72-73)
In employment practices, it is unlawful for any entrepreneur or employee to deny or refuse to recruit or discharge an individual, or more so discriminate against any employee in relation to his terms, compensation, privileges of contract, race, color, sex, religion or national origin. (United States Congress, 1964)
It has been highlighted that facets of religious discrimination are evident in global events such as the Crusades, the Spanish Inquisition, and the Holocaust.
The most important shield against religious discrimination in the employment procedures was incorporated in the form of Title VII, of the 1964 civil act which barred employers from differentiating people basing on their lack of religious beliefs or religion, in the process of employing, firing and any other terms as well as conditions of employment. This act of parliament was also against any form of segregation based on religion, for instance, assigning an employee to a non-client contact section, due to feared preference of customers.
It is, therefore, advisable that the hiring committee presumes its services without any form of segregation on religion. The human resource should accommodate the religious aspects and practices of both employees and applicants. A sensible religious accommodation is any alteration to the working environment that will give room for the employee to practice his or her religious beliefs. Flexible schedules, lateral transfers, voluntary swaps are examples of conciliating a person’s beliefs.
In many instances, it is rhetoric as to why there is religious discrimination in hiring. The reasons may not be conspicuously discriminatory. It is human nature to have an inclination to and employ similar and likeminded individuals. Frequently, a member of the same religion would possess values, traits and view...