(upbeat music) Whether you're an employer or an employee you can do your part to insure your workplace is free from discrimination of all kinds. Let's look at some steps that employers can take to reduce or eliminate religious harassment and discrimination in the workplace. It's very important that organizations have an anti-harassment policy that is well publicized and consistently applied. This policy should include religious harassment, explain what is prohibited, explain the complaint procedures; they should include multiple ways of making a complaint, explain the investigation procedure, explain that there will be prompt and appropriate corrective action and include an assurance that there will be no retaliation for making a complaint. Employers can reduce the risk of harassment and discrimination in hiring by creating written objective criteria to evaluate candidates. This can also include insuring that the same questions are asked with all applicants for a position. If a customer or client has issues being served by an employee of a specific religion, employers can use the situation to engage and educate others about misperceptions they may have. Customer or client prejudice should not lead to negative employer action toward the religious employee. Employers should also be sure that their own religious expressions are not being perceived as coercive. Employers may not intend to coerce employees with their religious expression, but employees may see it that way. It is up to the employer to create an environment where all faiths are treated with respect. Employers can also make an effort to provide reasonable accommodations that allow employees to practice their religion. Some countries have laws that require this. Accommodating sincerely held religious beliefs in ways that do not cause an undue hardship to the business should be seriously considered and applied equally between religions.