afshan fizah faiza humera

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………!!!!