Religion in the workplace has always been a big issue for many employees and employers, but it has become an even bigger issue since the attack on the World Trade Center on 9/11 2001. An article written in the Society for Human Resource Management magazine titled Muslim Employees: Valuable but Vulnerable describes the challenges faced by Muslim Americans in the workplace and in society at large and what both employees and employer are doing to alleviate the negative effect and generalization and stereotyping that Muslims currently face. Many employers have made active efforts through their human resources department to put systems in place to accommodate their Muslim employees, similarly Muslim employees, through active involvement, help raise awareness among their non-Muslim counterparts to bring out a better understanding of their Muslim culture. Civil Law The Act of 1964 and its amendments to include the Equal Employment Opportunity Act of 1972 prohibit employment discrimination based on prejudice of race, religion, sex, or national origin (Bohlander and Snell, 2010, p.105). It is on the basis of these guidelines that all employers are responsible for providing a working environment that discourages hostility between their employees and is free from discrimination. The article mentioned above explains how three companies Verizon Wireless, Texas Instruments and Horizon Blue Cross Blue Shield of New Jersey implement measures that promote the inclusion of all minority groups to include Muslims in the workplace (Grossman, 2011, March) . Some of these measures include creating prayer rooms in the workplace where people of the Muslim faith can pray comfortably every day, creating resource groups for employees that are n...... half paper ......h continue to incite violence against Americans. However, the fact remains that a manager's responsibility is to create a work environment free from all prejudice, including religious prejudice, whether the prejudice is directed against Muslims, Christians or people of other religious origins. Likewise, it is important that employers and human resources managers are careful when trying to create a friendly or tolerable work environment for a religious group and that, in the process, they do not neglect other religious groups or show favoritism towards one group religious over another or it may violate the Equal Employment Opportunity Act. Works Cited Bohlander, G. & Snell, S. (2010). Human resources management. (15th ed.). Mason, OH: South-Western Cengage Learning. Grossman, R. J. (2011, March). Muslim Employee: Valuable but Vulnerable. HR magazine, p. 22-27.