Employment Discrimination based on Religion Research Paper

Employment Discrimination based on Religion - Research Paper Example Furthermore, in a workplace, several employees are often viewed to request for not to work on certain days due to religious holidays and also seek for a break for prayer. Hypothetically, diverse religious based activities might raise several arguments concerning the protection of rights of the employees in workplace. These activities can be regarded as major subjects of concern revealing that every citizen possesses the right of expressing their individual religious beliefs. Furthermore, the activities can also be duly considered as a debatable issue for organizations towards accommodating the right of individuals without compromising organizational objectives. The organizations must possess the responsibility to maintain proper balance with respect to employment rights, treatment of each employees and profitability (Evans, 2007). With this concern, this paper intends to analyze the issue concerning employment discrimination particularly based upon religion and providing effective solutions to address and mitigate this critical issue. Identification of the Problem of Religious Discrimination in Employment In general, discrimination denotes partial or detrimental treatment according to personal characteristic. There lays a greater need to understand the aspects of religion and belief for the purpose of identifying the problem associated with employment discrimination based on the aspect of religion. Precisely, religion is described as a belief and worship of a personal preference of god or an acknowledged system of conviction. On the other hand, the word belief is used for a system of moral belief which directs one’s life. Thus, based on these aspects, religious discrimination is often characterized by preconception, unfair conduct and harassment or any other form of violence based on individual religion or belief. Religious discrimination denotes a disadvantageous consideration or distinction of individuals according to religious affiliation, individual belief, faith oriented appearance or expected religiou s relationship. Unfair treatment and hostility based personal beliefs are quite common in organizations and they are often endangered by prejudgment, particularly towards certain religious sections (Evans, 2007). According to the observation made by European Network against Racism (2007), individuals are frequently subjected to discrimination on numerous bases. For instance, in the year 2007, the survey of Eurobarometer Report on Discrimination stated that about 44% of Europeans felt discrimination based on religion. The ‘third country nationals’ particularly the undocumented migrants, the Jewish and Muslim communities are especially susceptible towards religious discrimination. For these communities, religious individuality is usually observed as closely associated with racial identity (European Network against Racism, 2007). Religious discrimination in employment occurs when an organization treat employees less positively based on religion or certain belief. For insta nce, an organization can discharge an employee who belongs to Muslim religion. According to the report of The US Census Bureau, the percentage of the US population, comprising Asian origin has augmented extensively during the period 1990 to 2000. Immigration also augmented the diversity among black Americans as new immigrants appeared from Caribbean and Africa. The American organizations have also observed a corresponding increase in workforce diversity. In the year 1999, the number of immigrant employees in the US was about 15.7 million, representing 12% of the workforce. Moreover, during the period 1990 to 1998, about 12.7 million new employments were created in the US and among them about 5.1 million i.e. 38% were