Allgemeines Gleichbehandlungsgesetz (AGG): Gesetzliche Regelungen und Umsetzung im Betrieb

On the (ir)relevance of religion for human resource management and diversity management: A German perspective

“…However, in the service sector of German firms, managers argue that customers do not want to be served by employees who wear a headscarf (cf. Raasch and Rastetter, 2010), an argument obviously based on the legal figure of 'assumed interference of religious expression of employees with the employer's economic interest and work processes'. As shown above, courts accept this argument under certain conditions.…”

“…A number of studies have analysed religious discrimination in the workplace using different methods – experiments with controlled and systematic variation of religion or signs of religiosity, questionnaires administered to employers or employees, qualitative designs and data analysis (Baldsch et al, 2018; Gestring et al, 2006; Goldberg and Mourinho, 2000; Kaas and Manger, 2012; Mahadevan and Kilian-Yasin, 2017; Raasch and Rastetter, 2010; Scherr, 2014; Weichselbaumer, 2016). And despite the legal protection of religious freedom and anti-discriminatory legislation (see above), research studies in Germany show that religious discrimination at work exists with a high probability.…”

“…Looking first at the employers’ decisions, some German studies have examined the effects of wearing a headscarf as a sign of religiosity for Muslim women (Baldsch et al, 2018; Gestring et al, 2006; Raasch and Rastetter, 2010; Scherr, 2014; Weichselbaumer, 2016). They find that women who wear headscarves are evaluated negatively in work contexts; for instance, as backward, unwilling to work and with a strong family orientation.…”