The purpose of this essay is to analyze the continued discrimination of religious practices within an organization. The composition illustrates the implementation of The Civil Rights Act of 1964. The illumination of this act provides information on the legal rights and propositions of Congress on the widespread issue of religious discrimination. The essay also analyzes the various sources of discrimination that still occur today. The first of these discrimination sources involves the hiring process. The elaboration of this process involves the resume reviewing ability of firms and their inherent discrimination amongst resumes. Additionally, the review of organization’s ability to withhold the standards of the Civil Rights act to ensure proper religious practice in the workplace is reviewed. The illustration of this indication is noted with several court cases that justify religious practices and the faults of the organization at hand. The dissertation also elaborates on the solutions to religious discrimination in the workplace. Charges of workplace discrimination and harassment can produce costly litigation and/or large settlements. Thus, mitigating religious discrimination is one of the top priorities within an organization. The dissertation emphasizes how to prevent the religious discrimination and therefore reducing unnecessary discrimination lawsuit for employers.

Introduction

Religious discrimination is a serious issue in the workplace. This act of discrimination attacks individuals who affiliate with a particular religion. In many cases this type of discrimination is still evident within organizations. The judgment of individuals based on their affiliation to a religious sect inhibits their ability to find a professional position. Furthermore, discrimination to current employees prevents workplace productivity and promotes the disapproved termination of employees on a discriminatory basis. The analysis of the Civil Rights Act of 1964, the review of the sources discrimination, and the solutions to said discrimination must be dissected to determine how evident religious discrimination is in the workplace.

Analysis

Management teams were allowed to dismiss applicants from jobs due to religious affiliation until the initiation of the Civil Rights Act of 1964. Title VII of this act states, “It shall be unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise discriminate against any individual with respect to…religion” (eeoc.gov). This monumental movement made it