PUBLISHING & EDITORIAL
SENIOR VICE PRESIDENT,
PUBLISHING & MEDIA
Jessica Perry | Jessica. Perry@shrm.org
VICE PRESIDENT, EDITORIAL
Tony Lee | Tony.Lee@shrm.org
Christina Folz | Christina.Folz@shrm.org
Desda Moss | Desda.Moss@shrm.org
John Scorza | John.Scorza@shrm.org
Dori Meinert | Dori.Meinert@shrm.org
COP Y DESK MANAGER
Gretchen Kraft | Gretchen.Kraft@shrm.org
Erin Binney, Natalie Kroc | Erin.Binney@shrm
Allen Smith, J.D., Lisa Nagele-Piazza, J.D.,
SHRM-SCP | Allen.Smith@shrm.org,
Kathy Gurchiek, Roy Maurer, Stephen Miller,
CEBS, Beth Mirza, Dana Wilkie, Aliah Wright
DESIGN & PRODUCTION
DIRECTOR, CREATIVE SERVICES
Jenny Mazer | Jenny.Mazer@shrm.org
John R. Anderson Jr. | John.Anderson@shrm.org
SENIOR DESIGN SPECIALIST
Mari Adams | Mari.Adams@shrm.org
Julia Tylor | Julia. Tylor@shrm.org
Kathy Jackson | Kathy.Jackson@shrm.org
ADVER TISING SALES
VICE PRESIDENT, ADVERTISING
SALES & MARKETING
Tim Canny | Tim.Canny@shrm.org
EEOC: Guard Against
Harassment of Muslims
One of the top priorities of the Equal Employment Opportunity Commission
(EEOC) is the fight against Islamophobia, according to its strategic enforcement plan
for fiscal years 2017 through 2021.
As part of that effort, the agency is tackling emerging issues, such as discriminatory practices “arising from backlash against [Muslims] from tragic events in the
United States and abroad,” the commission said in its strategic enforcement plan.
Since 2002, cases involving Muslims have made up a disproportionate
number of the commission’s religion-based discrimination charges, hovering at over 20 percent. Attorney Steven Loewengart, a partner with the
law firm Fisher Phillips, noted that the
EEOC in recent years has sued:
• A hotel, alleging that its management illegally permitted a hostile work
environment in which workers called
an Iraqi immigrant a “camel jockey”
and taunted him over news items
about captured terrorists.
• A meat-packing company on behalf
of Somali immigrants, claiming that
supervisors and co-workers cursed at
them for being Muslim; threw blood,
meat and bones at them; and interrupted their prayer breaks.
• A retailer, accusing it of refusing to
hire a teenage Muslim because she was wearing a head scarf. The EEOC wound up
taking this case all the way to the Supreme Court, which ruled in its favor.
One of the most important steps HR can take is to create a culture of respect and
inclusion, said Allison West, SHRM-SCP, principal of Employment Practices Special-
ists, a company that assists employers with training and investigations. “Some people
feel [they have] permission in our current political climate to behave inappropriately.”
—Allen Smith, J.D.
of HR professionals
report being bored
Follow the agency’s lead and
be proactive about creating and
fostering a tolerant workplace.
To that end, you might:
■ Revamp training programs and
become more aware of harassment risk
■ Reinforce good behavior at the highest
levels and train managers.
■ Remind employees of policies that
prohibit ethnic and religious slurs.
■ Institute confidential complaint mechanisms.
■ Promptly and thoroughly investigate
■ Provide religious accommodations for
work schedules, dress codes and prayers.