As an employer, it can be a daunting prospect to know what is expected of you when it comes to putting anti-discrimination practices into place. Many employers can feel confused in regard to the standards that they must adhere to and the extent to which they must go in order to ensure that the appropriate safeguards and practices are in place.
This is especially true when it comes to ensuring that discrimination does not take place in regard to employees or prospective employees that are Middle Eastern or Muslim. Discrimination against people based on their race, religion or country of origin is federally prohibited. Employers must make sure that their company is actively preventing this type of discrimination, or they may be vulnerable to discrimination claims.
One issue that commonly presents itself is when a Muslim woman chooses to wear a hijab. This is her religious choice, and it should never be a relevant factor or a topic for discussion in a job interview. It would be against the law for a person to decide against hiring a person because of their religion or religious attire.
In a similar sense, verbally harassing a person due to their religious beliefs is not permissible. Employers should not allow hostile communication such as a person expressing derogatory remarks in relation to another person’s religion.
An employer should make sure to educate all employees about what is and what is not permissible in the workplace. If an employer follows anti-discrimination regulations and enforces them in the workplace, they have no reason to worry about claims being made against them.
Source: EEOC, “Employer responsibilities,” accessed Oct. 13, 2017