Gender discrimination in the workplace - UK Essays.
Religious Discrimination in the Workplace essays and term papers available at echeat.com, the largest free essay community.
In Great Britain, legislation against discrimination on the grounds of religion and belief is now covered by the Equality Act 2010. The situation in Northern Ireland is covered on our factsheet on the employment law differences between Northern Ireland and Great Britain. The Equality and Human Rights Commission has published a range of guidance on all aspects of the Equality Act, including a.
Discrimination should never be tolerated, even under religious grounds. In 2012, Jack Phillips and his masterpiece cakeshop refused to make a wedding cake for a same-sex couple on the basis of his religious beliefs. The couple, David Mullins and Charlie Craig felt no need to stay quiet. When the news hit media, the Colorado cake shop became a.
What religious discrimination looks like Religious discrimination can manifest in many ways throughout the workplace. It can happen when advertising a job, holding a company event, or even after an employee has left. For example, an employee might experience: Direct discrimination if they are treated less favourably because of their religion.
Indirect discrimination occurs where an employer applies a particular policy, criterion or practice that applies to all of the workforce. This can, however, have an adverse effect on employees from a particular religious background. For example, an employer does not allow employees to wear scarves of headgear in the workplace. This affects all.
Examples of Religious Discrimination in the Workplace: Additional Resources. After reading this article, you may have a number of different questions or concerns. Not to worry. FindLaw can help you continue your research. Click on the links below to learn more about religion and the law. Federal Religious Freedom Restoration Act Overview.
Religious discrimination in the workplace is any employment-related action that impacts employees differently, either positively or negatively, because of their religion, beliefs, or spiritual practices. It also applies if employees are negatively affected because they ask for a reasonable accommodation for those beliefs. This extends to those who have no religious beliefs or practices at all.