4 Types of Religious Discrimination You’ve Probably Ignored 

Religion discrimination doesn’t get discussed as much it should.

Find out why some us don’t recognise it and others simply don’t want to.

Here are some key messages from this episode:

  • Why Religious Discrimination is often ignored in the workplace
  • Why Religious Discrimination is not just about Religion
  • The principle employers use to judge what is reasonable in terms of accommodating religious beliefs

Play the episode for more

Here are some key takeaways from this episode:

There are 4 Type of Religious Discrimination 

“The paper took a legal approach, we’re not going to get into that but I am going to give some examples of each type of religious discrimination using a legal case”

There are 3 Types of Religious Accommodation 

“This refers to a failure to reasonably accommodate religious beliefs by making adjustments to the work environment. It’s useful to think about this in 3 ways”

Retaliation covers all of the above 

“Retaliation occurs when an employer takes negative action against an employee because of their intent or actual claims regarding Religious Discrimination”

Here are some resources so you can go deeper:

Religious Discrimination in the Workplace: A Review and Examination of Current and Future Trends

Discrimination isn’t just one thing:

Check out these related episodes of the show.

3 Signs of Casual Discrimination and How To Avoid Them

Why Deliberately Making You Feel Abnormal Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences