The purpose of this essay is to analyze the continued discrimination of religious practices within an organization. The composition illustrates the implementation of The Civil Rights Act of 1964. The illumination of this act provides information on the legal rights and propositions of Congress on the widespread issue of religious discrimination. The essay also analyzes the various sources of discrimination that still occur today. The first of these discrimination sources involves the hiring process. The elaboration of this process involves the resume reviewing ability of firms and their inherent discrimination amongst resumes. Additionally, the review of organization’s ability to withhold the standards of the Civil Rights act to ensure proper religious practice in the workplace is reviewed. The illustration of this indication is noted with several court cases that justify religious practices and the faults of the organization at hand. The dissertation also elaborates on the solutions to religious discrimination in the workplace. Charges of workplace discrimination and harassment can produce costly litigation and/or large settlements. Thus, mitigating religious discrimination is one of the top priorities within an organization. The dissertation emphasizes how to prevent the religious discrimination and therefore reducing unnecessary discrimination lawsuit for employers.
Religious discrimination is a serious issue in the workplace. This act of discrimination attacks individuals who affiliate with a particular religion. In many cases this type of discrimination is still evident within organizations. The judgment of individuals based on their affiliation to a religious sect inhibits their ability to find a professional position. Furthermore, discrimination to current employees prevents workplace productivity and promotes the disapproved termination of employees on a discriminatory basis. The analysis of the Civil Rights Act of 1964, the review of the sources discrimination, and the solutions to said discrimination must be dissected to determine how evident religious discrimination is in the workplace.
Management teams were allowed to dismiss applicants from jobs due to religious affiliation until the initiation of the Civil Rights Act of 1964. Title VII of this act states, “It shall be unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise discriminate against any individual with respect to…religion” (eeoc.gov). This monumental movement made it possible for candidates to respectfully be considered for employment. Additionally, this act protects workers’ rights within the workplace. By providing the legal obligation to detour discrimination this act began the movement towards equality in the workplace. Despite these and other legal actions there are still cases of discrimination in the workplace. The U.S. Equal Employment Opportunity Commission (EEOC) was implemented in 1965 to support and investigate claims based on criteria such as religious discrimination. Over the course of the past fifty years this commission has reviewed numerous cases that appeal to those who are discriminated in the workplace on the basis of religion. There are various sources and causes for religious discrimination in the workplace. Among these issues that arise, the job application process is often copious. Hiring managers reject applicants on a discriminatory basis despite the legal implications in place. A study conducted by Bradley Wright assessed the application process and the discrimination that occurred based on religious indications. On each of the resumes submitted he indicated the applicant went to one of several Universities with, “Catholic, Evangelical Christian, Jewish, Muslim, and Pagan,” terms within their respected institutions (ebascohost.com). There was also a control group and an “atheist” termed...
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