An employee can experience discrimination from seniors or colleagues based on different aspects, including religion. Religious discrimination involves treating someone unfavorably because of their religious beliefs or because they are married to or associated with an individual of a particular religion.
Here is how this discrimination type happens in the workplace:
Even though simple teasing, offhand comments or isolated incidents that are not serious may not be unlawful in themselves, together they may amount to an illegal campaign of discrimination if considered to have created a hostile work environment.
Failing to grant reasonable accommodations
Employers should provide employees of different religious beliefs with reasonable accommodations unless doing so would result in undue hardship to the employer, considering all relevant factors.
Examples of reasonable accommodations are flexible scheduling or leave to observe religious practices, modifications to work policies/practices, accepting grooming practices that an employee has for religious purposes and job reassignments.
If an employee needs a particular accommodation, they should inform the employer. The employer may reasonably need more information before granting an accommodation.
Force to (or not to) participate in a religious activity
An employer can’t force an employee to participate or not to participate in a religious activity as a condition of employment. If this happens, a case may constitute religious discrimination.
Employers should not be using your religion as a factor to make decisions when hiring, firing, promoting and the like. Except perhaps in very specific circumstances where being of a certain religion is integral to the job.
Religious discrimination can negatively impact your career. If you experience it, you should understand your options to protect your rights.