Religious discrimination
MR X AND MR Ysales dept.
DIFFERENT BACKGROUND work under 1 supervisor.
Talk in distance and avoid him in social gathering.
He felt discourage.
X is Muslim and y is Christian
Complaint to HR Manager
Next daypeople were
staring
Went to supervisor
Y decided to resign. . .
• Religious discrimination
Disparate treatment
Lack of supervisor training
Breach of confidentiality
Employee should tell about his religious commitments in time Employer should accommodate the employee’s religious belief
or practices Training of supervisor Training of HR manager
Compensatory damages ( emotional pain and suffering)
Other actions that will make an individual whole
Role of supervisor
Role of HR manager
How to stop discrimination
For human resource department
Mission and polices----covers diversityNon-Hostile environment-----supportiveTraining and preventionAnti-discriminatory polices-----immediate
action
Work place activities----allowed religious prayers at work place
Communication-----exchanging information on religious matters
Accommodation -------time off for religious holidays
Equal Employment Opportunity Laws in Pakistan
Improved in Constitution of 1973Article 26 says no person can be discriminated
against in the matter of employment on the basis of race, religion, caste, gender, residence or place of birth.
Comparison with other organization
Same type of problem occurredHR department take immediate action
because of proper procedure was thereProvide anti discrimination training to the
supervisorActive human resource software to detect
discriminatory activities on the spot.
Must be flexible policies of HR departmentConfidentiality should be maintain regarding
complaintBuild discriminatory softwareEstablish Proper process of complaints of
discriminatory activities
Discrimination is not exist in reality it is the state of mind of people………!!!!