Reference no: EM133557352
Assignment:
My name is Rubi. Growing up a Muslim girl in the United States, I always took my religion seriously and felt very blessed because of it. My parents are hardworking immigrants and together we run a family business.
During my first year of college, I wanted to be more economically independent, so I decided to apply for a job and sent my résumé to a few small businesses. I was invited for a job interview at a family-owned restaurant for the position of cashier. During my interview, I felt comfortable with my answers and made it clear that prayer service was important to me. Later I received a phone call from the manager telling me that the job was mine if I wanted it.
The following Monday, I arrived early at my job to show that I was a serious and committed employee. As usual, I was wearing an Islamic headscarf, or hijab, when the manager pulled me aside and said she needed to talk to me. "Rubi, do you wear your headscarf every day?" I told her that as part of my religious convictions I wore my hijab daily to which she responded, "You should have told me that during your interview. I am afraid you are not in compliance with the restaurant's dress code, and I am sorry but I can't allow that to happen."
Since I was wearing a headscarf during my job interview, I assumed my manager knew that I would always wear one. I didn't think that making such a small exception was too much to ask of my employers, but since they had already agreed to let me take breaks for prayer service observance, I did not know what to do.
Religion and the workplace: Read the mini- case, reflect and respond to the following:
- Can an employer demand the implementation of a dress code that goes against someone's religious convictions? Explain.
- How should Rubi respond to this situation? Substantiate your answer.
- How can intercultural competence, authentic leadership, inclusive HR management or organizational Development (OD) provide insights to achieving diversity and moving to inclusion?
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