How To Handle Religious Discrimination In The Workplace

Most of the time you handle religious discrimination before it is called that. Someone asks for a change, a manager says no, and the refusal is what turns a request into a complaint.

When a request is refused, review it rather than defend it. Ask three questions. Was the reason genuinely operational, or just inconvenient. Was any alternative offered, such as a different time, a swap or a trial period. And would the same answer have been given to a request of similar cost for a non-religious reason, such as study or childcare. That last comparison is often the most revealing.

Document the operational reason at the time, in specific terms. Safety, a genuine coverage requirement or a client obligation carries weight. Preference and precedent do not.

If a complaint is made, treat it as you would any discrimination complaint and remember that retaliation is a separate breach. The Fair Work Ombudsman covers the general protections. This is general information rather than legal advice, and this area warrants a lawyer’s view.

See Sentrient’s cultural awareness training and equal employment opportunity course.