Final answer:
Title VII of the Civil Rights Act mandates employers accommodate religious practices, such as wearing a hijab, but does not require accommodation for cultural or ethical work conflicts. It's enforced by the EEOC, which prohibits discrimination on multiple bases, including religion, and extends protection beyond traditional organized religions.
Step-by-step explanation:
Under Title VII of the Civil Rights Act of 1964, employers are required to accommodate their employees' religious beliefs and practices. This includes making reasonable adjustments to allow employees to observe religious rituals, such as wearing specific garments like hijabs in the case of observant Muslims. This requirement is enforced by the U.S. Equal Employment Opportunity Commission (EEOC) and covers various aspects of religion, including religious garb and grooming practices, which sometimes creates controversy when it seems to conflict with uniform policies or dress codes.
However, Title VII does not impose a similar duty to accommodate cultural or ethical work conflicts, nor for conflicts based on personal preferences. In the case of Abercrombie & Fitch, the company was found to have violated Title VII by not accommodating an applicant's religious practice of wearing a headscarf, demonstrating the legal requirement to adjust workplace policies to allow religious expressions as part of diversity and anti-discrimination commitments.
Additionally, Title VII also prohibits discrimination based on race, color, national origin, sex, and sexual orientation, safeguarding against exclusionary practices such as workplace segregation. The EEOC ensures protection not only for those belonging to traditional organized religions but also for individuals with sincerely held ethical and moral beliefs that have a similar place in their lives as traditional religious beliefs.