The challenges of religious and sexual discrimination in the workplace

  Sexual harassment is more than just casual conversation in the restroom, a compliment, "harmless" flirting, or an offer to share a cup of coffee. Workplace harassment is a pattern of discriminatory conduct that fosters a hostile work environment on the basis of membership in a protected class. Sexual harassment at work can take many different forms, including verbal, mental, and physical. All of these can be are repeatedly carried out to sexually harass a person or group of people. It might include assaults like unwelcome groping, abuse of authority, sexual bartering, and verbal or physical abuse. All employees are negatively impacted by workplace harassment, which also lowers morale, decreases productivity, and increases turnover. The victims of workplace sexual harassment are those who are most affected because it occurs frequently in many environments around the world. Victims' productivity rate decreases the longer they put up with and permit such events to occur.

Up to 85% of women will experience workplace sexual harassment during the course of their careers, indicating that the problem is still widespread. We must make sure that workplaces are secure, respectable, and equitable for all employees as employers re-evaluate how their places of employment will function, whether they are based remotely or in an office. Unwanted sexual advances, requests for sexual favors, and other forms of verbal or physical harassment are all considered sexual harassment. Regrettably, sexual harassment is not a requirement for it to be considered unlawful behavior. Sexual harassment can be defined as offensive comments made about women generally or remarks that show prejudices based on sex or gender. The harasser may be a co-worker, the victim's supervisor, a supervisor in a different department, a client or customer, or a person who is not an employee of the employer. Figure 01: Sexual harassments at workplace According to a research done by TIME’S UP Fo

   Figure 01: Religious beliefs Though we may not be completely certain or able to provide evidence, belief is a mental state in which we hold that something is true. Everyone has opinions on life and the universe they live in. Belief systems, which can be religious, philosophical, or ideological, are made up of beliefs that reinforce one another. Religion is a grouping of cultural frameworks, worldviews, and philosophical systems that connect mankind to spirituality and, occasionally, to moral principles. Many religions have sacred histories, symbols, stories, and traditions that are meant to explain the universe's origins or to give meaning to life. They frequently draw moral principles, ethical norms, religious precepts, or a preferred way of life from their conceptions of the universe and of human nature (Council of Europe, 2022) . Religion, according to renowned psychoanalyst Sigmund Freud, is a way to fulfill one's desires. However, contemporary psychology acknowledge

  Figure 01: Challenges and practical implications   Employees who experience religious discrimination may have serious psychological harm, such as sadness, low self-esteem, and trouble forming relationships. They could even feel guilty or ashamed for not being able to uphold their employer's religious standards. These workers also lose their social networks, which can be crucial in difficult financial or emotional situations. Additionally, because religious prejudice frequently coexists with racial and gender prejudice, it makes working conditions particularly unfriendly for workers who are already frequently marginalized in the workplace. This kind of work environment can result in low morale, high turnover rates, and an increase in workplace violence (Office of Cilvil Rights, 2022) . Companies must do their part to stop employment discrimination on the basis of religion. Compliance with legal regulations is crucial as a first step. To create a respectful work environment, co

  Figure 01: Gender equality The Global Gender Gap Report 2020 estimates that at the current rate of progress, it will take another 100 years to achieve gender equality. This forecast has frequently been utilized as a form of shock treatment to motivate organizations, associations, investors, and businesses to act. If we want to avoid losing another 10 years to achieving gender equality, our efforts will need to be doubled in the face of the Covid-19 pandemic and economic crisis. In the past, it has been observed that economic downturns not only hit women more severely than males, but also cause discussions on gender equality to be pushed to the bottom of corporate and political agendas. Women make up 39% of the worldwide labor force, yet as of May 2020, they were responsible for 54% of employment losses. Inequalities are further exacerbated by the fact that women are overrepresented in businesses like hospitality and the food services that have been hardest hit by the pandemic. In acc

In general, religious discrimination refers to the unfavorable treatment of an individual or group of individuals because of their religion or philosophical beliefs. The most well-known religions with well-established cultures—such as Christianity, Judaism, Hinduism, Sikhism, Buddhism, and Islam as well as sects within these religions are included in this. Minor religions and sects like Scientology, Rastafarianism, and Paganism are included in the category of religion. Figure 01: Religious Discrimination Belief isn't solely reserved for religious convictions. Any religious or philosophical conviction can be a part of it. Atheism, agnosticism, humanism, the belief in man-made climate change, spiritualism, and ethical vegetarianism are all examples of nonreligious beliefs that can nonetheless be philosophical. A person may face discrimination, for instance, if they are forced to live or work differently due to their serious atheism. (Embroker, 2022) It is illegal to treat someone l

Figure 01: Managing diversity in the workplace In today’s business world, diversity management is extremely important. This is because workplace equality and diversity can result in better-functioning teams, happier employees, and, on top of that, more profitability. Diversity management can make all of this a reality, even though it sounds like an HR manager’s imagination. What is diversity management in the workplace? Diversity management in the workplace is the process of building a varied and inclusive work environment. It recognizes that each employee brings something unique to the table. allowing the company to flourish and succeed as a result. The general assumption is that when employees from various backgrounds work together, creative problem-solving processes flourish. This is due in part to a growth in the number of different points of view. How to manage diversity in the workplace? When it comes to managing workplace diversity, HR managers have a unique set of c

Discrimination goes against everything that makes us human. Someone's rights are being violated only because of who they are or what they believe in. Discrimination is detrimental and keeps inequality alive.  As MacDonald L.A., Pulley L., Hein M.J., Howard V.J. (2014) says r egardless of our race, ethnicity, nationality, class, caste, religion, belief, sex, gender, language, sexual orientation, gender identity, or sex characteristics, age, health, or any other status, we all have the right to be treated equally. Yet all too frequently, we hear terrible tales of people who endure cruelty just because they are members of a "different" group than others who enjoy luxury or power.   When a person is denied the opportunity to exercise their human rights or other legal rights on an equal basis with others due to an arbitrary distinction imposed in practice, law, or policy, this is known as discrimination. The non-discrimination principle serves as the foundation for Amnesty Int