Achieving a diverse workforce is a highly touted goal among employers. It’s a goal that drives recruiting as well as efforts to build company culture. But the details – the various policies and rules employers may adopt without considering risks—can be easy to overlook. One area not to be forgotten: dress codes and other appearance policies that sometimes pose religious discrimination risks.
Most employers wouldn’t intentionally adopt policies targeting certain religious groups, but seemingly neutral policies can still pose a threat. For example, can an employer legally prohibit beards, tattoos, head coverings, the wearing of religious symbols, etc.? Usama Kahf, an attorney in the Irvine, California, office of the Fisher Phillips law firm, took on that question in a recent Business and Legal Resources webinar titled “Preventing Appearance-Based Discrimination: Legal Guidelines for Protecting Religious and Cultural Groups.”