New York State’s Religious Garb Bill will prevent employers from discriminating against religious minorities based off religious attire and appearance. The new law, which will revise state anti-bias regulation and implement new employer accountability measures, is a step in the right direction.

The bill establishes that religious garments — such as turbans, yarmulkes and hijabs — do not hinder an employee’s ability to work efficiently, challenging the argument often used by employers that religious garb can be hazardous.

Gustav Niebuhr, an associate professor of magazine, news and digital journalism in the S.I. Newhouse School of Public Communications, said the bill will provide a sense of solidarity among religious minorities who often face discriminated at social and legislative levels.

“You don’t want to wind up in a situation where people feel they are completely alone and feel embarrassed for being singled out for some article of clothing,” said Niebuhr, who is also the director of the Carnegie Religion and Media program. “Things like that make a person stand out, and if he or she is hassled it’ll be all the worse, and that individual would not be able to do his or her best job.”

Eva Suppa | Contributing Digital Designer

According to a 2018 survey conducted by New York City’s Commission on Human Rights, about 10% of Muslims in the city are prevented from observing their religion at work, and about 71% of Muslim, Arab, South Asian, Jewish and Sikh New Yorkers don’t report discrimination when it happens.

Filing processes set by the Equal Employment Opportunity Commission often fail to acknowledge instances of discrimination that occur past the 180 day filing timeframe. A 2019 report by The Washington Post showed that 82% of the employment discrimination claims filed since 2010 did not receive any form of relief.

The bill shifts accountability to employers and encourages a more inclusive work environment. Not only will the bill hold employers responsible in justifying their actions relating to religious practices in the workplace, but it enable agencies like the EEOC to conduct more thorough investigations of discrimination cases.

The freedom to practice religion is one of the most valuable freedoms protected under our constitution, and we can’t let employers stifle it. Legislation like the bill sheds light on ignored instances of religious discrimination in the workplace and provides employees the opportunity to more effectively fight back against discriminatory employers.

Brittany Zelada is a junior communications and rhetorical studies major. Her column appears bi-weekly. She can be reached at bezelada@syr.edu.

Published on April 29, 2019 at 12:59 am