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Religion Diversity in Canada

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             As Canada becomes a more religious diverse country more problems arise within everyday life. There has been more problems arising within the workplace, with more accommodations have to be made for certain religious groups. There are a few minor changes that are usually made in some workplace to make it more diverse friendly such as; providing time off for religious holidays or time away from work to attend prayers. Changing schedules to accommodate Sabbaths and holy days, Providing breaks and prayer rooms (quiet place to pray), Making changes to dress codes or uniforms, Dealing with dietary restrictions by allowing menu options when food is served in the workplace.3 All of the minor changes are fairly easy to accommodate, but there is one issue that can be harder to please everyone which is the employer requirements. The employee has rights when working, one of the rights is the refusal to do anything that violates their religious rights. In some cases the issue can be resolved without any hardship; in some cases no exceptions are made. Usually if the issue affects more than one person it is resolved. If the issue is that the employee is a female and it is against her religious views to work with a male employee her refusal would not be deemed fair; as it would affect the equality rights of other workers.4 These accommodations can cause problems in the work place as people feel they are unfair for people that are not religious; in that case other changes can be made to make it fair for all employees. Changes are made within the work place so diversity in all aspects can be celebrated, and people can feel proud of whom they are. In the long run the identity of Canada is not really affected; as the accommodation's being made are making Canada a more accepting country. Religion in the workplace really supports that Canada is religiously diverse. .
             Although Canada does not have an official religion 75% of Canadians claim to be part of a Christian religious group.


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