August 22 is the Day of Remembrance for Victims of Acts of Violence Based on Religion or Belief, so we discuss some challenges that can exist when there are different types of perspectives and beliefs in the same organization.
The Day of Remembrance for Victims of Acts of Violence Based on Religion or Belief was established by the General Assembly of the United Nations Organization (UNO) by resolution A/ RES/73/1296. The date chosen was August 22nd.
The existence of this day allows us to to reflect on our role in the fight against various forms of intolerance and discrimination based on belief and religion. In the labor context, we cannot forget that not all the workforce has the same religious practices and beliefsTherefore, it is relevant prepare to meet the challenges that may arise around this issue.
What challenges exist and how can we deal with religious and belief diversity in an organization?
According to data from the National Survey on Discrimination (Enadis) of 2022, 3 out of 10 people belonging to religious diversity were victims of discrimination in Mexico.. As a fact, the survey defines that someone is part of religious diversity when he or she practices something other than Catholicism and is more than 12 years old.
This data shows that in Mexico there is still intolerance towards religious diversity. However, constitutionally Mexico is a secular country with freedom of worship.Therefore, it is necessary to ensuring that each person chooses his or her religious beliefs and practices without someone imposing them.
The religious and belief diversity exists inevitably in an organization and can be viewed as an area of opportunity to test a sense of inclusiveness. As there are several points of view converging in the same placethere may be different ways of tackling a problem or situation that arises in the company's day-to-day operations.
In work contexts, perhaps the biggest challenge will be for workers to respect each other's various religious practices.. So what can we do about it? The theologian and doctor in Social Sciences Nicolás Panotto explains that it can be useful to open spaces for interreligious dialogue for understanding worldviews that each group has.
In addition, the company can stipulate in the regulations that there must be respect and tolerance among peers in relation to beliefs and religions..
At what point does the boundary of freedom of belief in the work environment get crossed?
In Mexico, all freedom of speech and belief has a limit when hate speech begins to exist. As a precedent, the Mexican Supreme Court of Justice resolved in 2019 that it was not discriminatory for a company to dismiss an employee with a swastika tattoo from his positionfor this constituted hate speech.
In this case, the court determined that, while, workers should not be discriminated against for displaying a tattoo, in the specific situation it did represent a racist (anti-Semitic) hate speech. In addition, the company in which the person worked had staff and managers who identified themselves as Jewish..
This example illustrates a practical situation in which the limit of the freedom of expression and beliefs against the rights of others.
Did you know that there is a Day of Remembrance for Victims of Acts of Violence Based on Religion or Belief?
With information from Conapred, Enadis, Other crossings y Supreme Court of Justice of the Nation
