Cultural Diversity Training And The Right To Pray

Online, May 15, 2011 (Newswire.com) - Ongoing cultural diversity training would educate staff that about two years ago, the EEOC updated policy on religious discrimination. In a multinational, multi faith country, employers need proper cultural diversity training to keep staff aware of changing policy. With ongoing cultural diversity training in mind, organizations should engage cultural diversity training that includes sensitivity training regarding different religions. Cultural diversity training would help an organization understand that their staff should be accommodated for religious beliefs. Cultural diversity training could educate an organization on how to avoid costly litigation when a staff member asks for private time on Friday to pray. Cultural diversity training would educate staff that religious head wear in the Jewish, Islamic and Mennonite faith is not just a courtesy by a right. Cultural diversity training would also educate an organization on various grooming practices covered by religious practice. Cultural diversity training would note that all of these requests and more are protected by the EEOC. Further, cultural diversity training would educate staff that retaliation based on any of these requests is also covered by the EEOC. Cultural diversity training would make it clear that staff have a right to worship, and receive reasonable accommodation for faith based requests.

Several religions, Hinduism, Islam and Buddhists have sacred pilgrimages for devote followers. Cultural diversity training would educate an employer to understand that denying an extended vacation for pilgrimage can leave the employer praying the employee doesn't sue. Cultural diversity training is not meant as a scare tactic or finger pointing activity for the employer. Cultural diversity training keeps an organization updated on EEOC trends and policy updates. Cultural diversity training also helps managers be more sensitive to their staff and the legal ramifications for being too narrow minded about requests.

Cultural diversity training should be ongoing, and interactive. Cultural diversity training that allows staff to sit back and "point and click" its way through training will give a false sense of knowledge and security for the organization. Instead cultural diversity training which addresses retaliation, unequal pay, pregnancy discrimination and faith based requests can help staff stay productive. At times, cultural diversity training seems to be a burden, but the few hours spent on interactive cultural diversity training, can avoid months of time lost in costly litigation.