Title VII: Discrimination In The Workplace

Title VII tells us that the employers cannot discriminate against employees because of their religious beliefs or practices. If an employer is mindful of any kind of discrimination against a person or people for reasons of anything that would prevent them from employment or a promotion, then Title VII prohibits it (Bernardin & Russell, 2013). And it does not state how to address the employer who has done so (WIRTS, 2017). Some dreadlocks are very neat and maybe it depends on what the dreadlocks actually look like that makes the difference. Some employers do not see anything wrong with the employees wearing their dreadlocks. If wearing dreadlocks is a part of their religious belief, then they should be allowed to wear them. But however, a business should look like a business. Everyone should look professional, nice clean shave and a nice hairstyle or haircut. If your religious belief means you have to wear dreadlocks, then you should look professional while doing so. I was once employed by a company that was strict about looking and acting professionally. You had to keep up your personal grooming. I have also, been employed by a company that hired people whose religious belief required them to wear skirts and dresses. This company had just started hiring women. …show more content…
And some people wear them, and they look nice and clean. Their facial hair needs to be neat. I have not found a religion that does not allow men to shave. There is always room for levelheaded people to work out something. But some people make it difficult for people in the workplace by saying things that are offensive. Some people’s actions are bias towards others and many times, the people that are acting in such ways do not realize it. In these instances, it is called implicit bias. And in times where they are aware of their actions, it is called explicit bias. The case about the dreadlocks would fall under the explicit