Table of Contents
Discrimination against Muslims in France. 1
Discrimination against Muslims in France Workplaces. 1
Discrimination based on race, culture and religion against Muslims. 2
Workplace Discrimination Comparison among Catholics, Jews and Muslims. 2
Challenges Associated With Muslims Workplace Discrimination. 3
The Importance of Workplace Diversity. 3
Creating A More Diverse and Inclusive Workplace Environment in the Workplaces. 4
Discrimination against Muslims in France Introduction
Workplace discrimination and prejudice against Muslims has become prevalent in France region in the recent years. The war against terror attacks that are primarily conducted by individuals from the Muslim race, the world-wide economic crisis, anxieties regarding national identity and the challenges that are involved in coping with cultural diversity in most societies had resulted in the growth of bitterness against Muslims (Elver, 2012). This is at times fueled by the undesirable language that is utilized in political grounds and the media. As a result, most Muslims are subjected to a variety of discriminations in the society and workplaces that includes violent attacks, religious profiling, hate speech and verbal harassment (Elver, 2012). Most Muslims living in France are confronted with the lack of equal chances in acquiring employment and inequality in pays and benefits based on their culture and religion.
Discrimination against Muslims in France WorkplacesMuslims comprises of approximately 11 percent of the general population based on the statistics report released in 2011 (Elver, 2012). However, despite the low population more than 20 percent of the employment discrimination charges based on religion have been made by Muslims. This therefore demonstrates the intensity of the Muslims discrimination level in France workplaces (Elver, 2012). Workplace discrimination against an employee or applicant on the basis of religion is illegal yet reports indicates that discrimination based on Islam religion is on the rise in France and in the global setting.
Workplace discrimination against Muslims has grow drastically in the recent years with job applicants being under considered and most employees appealed to make changes to their names to something that is more English based (Taras, 2012). There is a growing perception among French employers that Muslim workers are political, disloyal and that their presence may affect business performance based on the negative belief they are linked to globally. This has resulted into the discrimination of Muslims in the processes of hiring , recruitment, appraisal, performance assessments , salaries as well as benefits. Men Muslims are more discriminated in acquiring employments and in the workplaces based on the perception that they present a security threat but women are not excluded (Taras, 2012). On prejudice basis they are denied working benefits and subjected to lowered salaries as compared to the counterparts. In most instances, some they are denied some positions within the organizations so that they may not interact with customers. In the cases of performance appraisal and promotion most of them are discriminated indirectly by being assessed in a biased form (Taras, 2012).
Discrimination based on race, culture and religion against Muslims Workplace Discrimination Comparison among Catholics, Jews and MuslimsIn comparison to the Jews and Catholics, Muslim applying for jobs with the required qualifications are less likely to get contacted by employers in France. In that Muslims holds 17% lower chances of employed while Jews holds 13% as compared to 2% for the Catholics. This shows a greater rate of discrimination against Muslims as one of the minority groups in the country (Adida, Laitin & Valfort, 2016). Muslims differs from Christians in regard to culture and religion. Muslims have more attachment to the significance of religion and a deep traditional view regarding gender roles and norms (Adida, Laitin & Valfort, 2016).This cultural differences contains the source the source of discrimination in regard to employers who fear that through recruiting them they will be subjected high religious demands which may create conflicts among employees. In this order, Muslims presence in the workplaces is considered as a form cultural threat (Adida, Laitin & Valfort, 2016).
Challenges Associated With Muslims Workplace DiscriminationThis perception leads to Muslims being paid less with lesser benefits as compared to the rest of the employees since they are considered to be less cooperative and productive (Taras, 2012). They are normally exposed to hostilities when interacting with other employees which may involve being harassed, religious profiling, hate speech and verbal violence that is intended at offending them (Taras, 2012). It should be noted that the perception does not contribute in the elimination of the cultural and religious differences rather the act emphasizes them more. This creates rage and negative feelings among individuals and most persons are unwilling to work with Muslims thus isolating them which leads to less performance (Taras, 2012). There is need to address workplace discrimination on the basis of race or religion as it some severe effects on performance due to poor relations among employees (Taras, 2012).
The Importance of Workplace DiversityCreating inclusive and diversified workplaces is something that workplaces are constantly trying to acquire to obtain globalizations benefits. France workplaces should prioritize diversity in order to benefit from high performance and productivity and overcome the intensifying competition (Cunningham, 2016). In that obtaining improved performance and productivity is associated to many causes. First, diverse employees teams can be essential in the creation of products that resound with a diverse consumer market (Cunningham, 2016). In addition, the ability to bring employees from distinct background in working together helps in creation of solid solutions from innovative perspectives which permits the business to expand and progress. Lastly, the creation of an inclusive working culture permits employees from distinct backgrounds to generate their best without utilization of much energy worrying how they should fit into the dominating culture (Cunningham, 2016).
Creating A More Diverse and Inclusive Workplace Environment in the WorkplacesIn my opinion, workplaces in France should create inclusive as well as diversified working places by first creating policies to regulate discrimination. this should therefore include creating grounds where employees can report cases of discrimination and cases solved immediately without being biased (Cunningham, 2016). This means that employees should be trained on the significance of diversity and encouraged to speak up in case of an occurrence. In addition, diversity should be valued in the processes of hiring and recruiting of employees by embracing different religions and cultures. Opportunities should not be offered on the basis of religion or even race but rather they should be based on qualifications and the degree to which the possessed qualities may help the corporation in being highly productive (Cunningham, 2016). Organizations can embrace diversity by recognizing the issue and playing part in creating solid solutions that will serve as societal responsibility as well as improve organizational outcomes. This can be achieved through creating a desirable workplace culture, supporting diversity training and mentoring (Cunningham, 2016).
ConclusionTo sum up, it is apparent that discrimination against Muslims in France is on the rise and has been existence for decades. With access to steady opportunities on employment and income generation it becomes hard for Muslims to acquire housing, quality medical care, education and so on. The challenges extends to their ability to survive without basic needs such as food and housing. Simply, it becomes very challenging to survive in France where the income or socio-economic gaps amid the wealthiest and the poor is increasing at a rapid rate. Muslims belongs to similar religions such as that of Catholics in France but their status is only lowered by the public opinions that are held for the actions of extremist minorities. It is therefore cruel, to blame and punish millions of France-Muslims for the actions they have not committed.
References
Adida, C. L., Laitin, D. D., & Valfort, M.-A. (2016). Why Muslim integration fails in Christian-heritage societies.
Cunningham, J. B. (2016). Strategic Human Resource Management in the Public Arena. Palgrave Macmillan.
Elver, H. (2012). The headscarf controversy: Secularism and freedom of religion. New York: Oxford University Press.
Taras, R. (2012). Xenophobia and Islamophobia in Europe. Edinburgh: Edinburgh University Press.
