Mentioned hereunder are different types of religious discrimination prevalent in a workplace:

Direct religious discrimination: It occurs when an organization treats a person less fairly than other workers because of his or her spiritual faith. The most traditional direct discrimination is when an organization practices an illegal act against a worker based on spirituality. Common instances involve:

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Terminating a worker because of his or her religion

Choosing not to contract an aspirant due to his or her religion

Forbidding to build or promote a worker because of his or her religion

Rewarding a worker less due to his or her religion. Nevertheless, businesses are also accountable for forms of direct spiritual discrimination perpetrated by their workers.

Harassment: Harassing a worker at a business because of his or her faith is direct religious discrimination, normally perceived as harassment. The harasser can be the company or the victim’s coworker. Any act that the worker finds humiliating, distressing, or insulting can be deemed harassment at the work tribunal, whether deliberate or involuntary.

Victimization: Workers treated unjustly due to their religion hold power to complain, raise a complaint, or file a petition at a workbench. Yet, in numerous instances, this points to facilitate ill-treatment from their supervisor or coworkers. The employee might get overlooked, rejected possibilities, or unjustly chastised for expressing his or her views. Such activities include victimization, another kind of direct religious discrimination that is prohibited under the Equality Act.

Indirect religious discrimination: It occurs when an organization establishes precepts that pertain to everyone but unreasonably disadvantage workers with specific creeds or faiths. For instance, an organization may indirectly discriminate by:

Ordering a dress system that prohibits individuals who carry items of clothes as an element of their religion

Unreasonably establishing business plans that restrict workers from taking time off for holy ritual

Unjustly preventing adorning specific spiritual objects, such as the representative wristband worn by Sikh men

Counter of Religious Discrimination
An organization cannot view ethical beliefs in any employment activity concerning contracting, firing, parallel movements, choice assignments, and many more. Also, variations to operating hours must contain ethical practices as well. Businesses are expected to implement a religious discrimination-free workspace where workers can exercise their ethical beliefs without any harassment. Employers must likewise allow workers to involve in religious eloquence unless the religious eloquence would force an unjust difficulty on the business. Usually, a company might not put more constraints on religious eloquence than on other expressions that have an analogous impact on workplace effectiveness.