The evolution of clothing has drastically changed personal expression as it has become a form through which people show themselves to the world, but this has not come without controversy. We all know the basic “do’s and don’ts” of fashion, but when it comes to religious symbols, we enter a grey area of uncertainty. People have, and continue to share their dissatisfaction with personal expression through religious symbols, but at what point does this cross the line of infringing on human rights when in a place of work? The Canadian Charter of Rights and Freedoms states all people have the right to practice any religion and avoid activities that violate their respective beliefs. This serves as support for the idea that there should be a zero-tolerance policy for discrimination towards one’s choice to wear religious symbols, especially in the workplace.
Recently, Stephanae Coleman, an employee of Chicken Express at a Texas location, faced this exact situation when she was sent home from work after refusing to remove her hijab. A single mother, Stephanae, like many other Muslim women, wear a hijab to preserve their modesty from unrelated men. However, when approached by her employer and asked she remove this religious symbol because it did not abide with the uniform of their workplace, Stephanae was left shocked. With only hats and visors being listed as appropriate headwear for employees, her manager disregarded her religious freedom, and as a result, was rebuked for his behaviour. However, her manager may not be entirely to blame as he was only enforcing the guidelines outlined in the manuals provided to him [1].
Regardless, this is only one of many cases. In 2019, the National Assembly of Quebec passed Bill 21 which bans public workers in positions of authority from wearing religious symbols in their workplace. While they claim this to be an effort of respecting the laicity of the state, which takes on a neutral stance towards religion, it forces people to choose their careers over their religious beliefs [2].
However, the province of Ontario has exhibited far greater support for the expression of one’s religion in the workplace through religious symbols. This support in fact falls within the Ontario Human Rights Code, in which it is stated that discrimination on the basis of religion is illegal. In a case such as that of Ms. Coleman’s, where the wearing of religious symbols may conflict with the rules of a company, it is expected that the superior make accommodations for the employee as necessary, and the failure to do so is deemed a violation against human rights [3].
Even between neighbouring provinces, we see inconsistencies in the laws that regulate the choice to wear religious symbols in one’s place of work which can infringe on the basic human rights of an employee. It is only when we recognize the interconnectedness of one’s being and their religion that we are able to accept the place of religious symbols in the workforce.
References:
[2] https://montrealgazette.com/news/quebec/quebec-passes-secularism-law-after-marathon-session/
Harjit Parmar 