Tag: hijab

  • Clarification – Out Of The Box Kids’ Club: We Employ Muslim Staff Who Wear The Hijab

    Clarification – Out Of The Box Kids’ Club: We Employ Muslim Staff Who Wear The Hijab

    Hi Jefri, thank you for your email.

    To clarify, 6 employees out of 9 are Muslim and 3 wearing the hijab. Our food is cooked by a Muslim wearing a hijab, our food is halal.

    So I believe that explains everything.

    The person who came for the interview and complained on this matter left a job after 1 month and another with a child care centre after 3 months and reason being ,she cant take the children’s noise.

    During the interview, she was told then, that this may not be the right environment or suitable job as we are dealing with kids from P1 to P6 so obviously it would be noisy.

    We have Muslims, Indians and Chinese working here with different religions as well.

    I hope this will clarify the matter.

    Thank you
    Regards
    Angela Diaz
    Centre Manager

    Out of the Box Kids’ Club
    613A Bukit Timah Road
    Singapore 269714
    +65 6469 5152
    www.outofthebox.com.sg

     

    Editor’s Note: This response was sent in by our reader, Jefri Mohammad Noor, who had sought clarification from Out Of The Box Kids’ Club.

  • Unchartered Waters: Meet The Australian Royal Navy’s Trailblazing Muslim Captain Mona Shindy

    Unchartered Waters: Meet The Australian Royal Navy’s Trailblazing Muslim Captain Mona Shindy

    When Captain Mona Shindy climbed aboard HMAS Canberra to test missiles in the Pacific, a locker had to be converted into a sleeping quarters to accommodate her.

    Never before had an active Australian warship carried women. But aged 23 and launching what would become a 26-year career with the Navy, this was just the first hurdle of a trailblazer.

    Already she had a University degree in the blokey domain of engineering. Weapons engineer. And if this were not unusual enough, Captain Shindy happens to be Muslim, and for most of her career in the navy, has been a mother.

    Australian Navy Captain Mona Shindy

     

    On board HMAS Canberra Captain Shindy and her two female room-mates were like celebrities, and not all of it was positive publicity.

    “We were an absolute novelty and people knew our every movement, what we got up to and where we were. Overall the experience was a positive experience but there certainly were times that were quite challenging,” Captain Shindy says.

    “Most female engineers in any work environment _ you really do have to work that little bit harder initially to prove your worth, to demonstrate your competence to really be accepted fully as valued member and a real contributor to the team.”

    Then came the challenge of Ramadan, and explaining as a young sublieutenant that she was fasting and would appreciate a meal being put aside for her.

    The response was along the lines of: “You’ll eat with everyone else, or you just won’t.” Which left her “the middle of the ocean with a few cans of tuna”.

    Once the right ranking officer was made aware of the problem, a solution was soon found.

    Anger was never an option.

    “My first reaction is to empathise, rather than get angry, and to try and be part of the solution and work on the education piece, through engagement and interaction and just being professional about what I do and delivering professional outcomes and results. In the end, people respect that.”

    It’s an attitude that has delivered her to the pinnacle of her career, recognised this week when she was named NSW Telstra Business Woman of the Year. As Director Littoral Warfare and Maritime Support, Captain Shindy advises the Government on the best way to spend billions of dollars on replacement tankers, ships, patrol boats — almost everything except submarines.

    She was previously charged with turning around the Fast Frigate System Program Office, from an inefficient organisation with adversarial stakeholder relationships, to a collaborative culture with performance-based contracts. And she shaved 30 per cent in costs from a $130 million budget.

    “People were happy at the end of the tenure, ships were leaving the wharf on time with all the maintenance done, when initially they weren’t.”

    Soon after her first tour of duty on HMAS Canberra, Captain Shindy married and had a daughter, now 20 and a son, 18, who finished his HSC on Wednesday. Their happy accident followed a decade later in the form of another daughter, now 11.

    Captain Mona Shindy at Garden Island Navy Base in Sydney. Picture: Toby Zerna

     

    The job has required service on ships for two-year durations, with time away ranging from two to six months.

    “But six months in anyone’s language for a mother with two young children and a young family, is a very significant sacrifice.

    “I’m not going to dress it up. It was tough.”

    It could not have happened without an extended family backing her up. Crucial were her mother — “who in many ways acted as a pseudo mother for my children sometimes when I was away” — and husband, who has taken many career breaks.

     

    “For me, the only thing that made it easier is knowing that those kids had just as much love and support from those that were with them than I could have given them myself.”

    Her family migrated from Egypt when she was three.

    “The moment my parents migrated to Australia, they were determined to feel as Australian as anyone else.” She holds the position of Chief of Navy’s Strategic Adviser on Islamic Cultural Affairs, for which she was awarded the Conspicuous Service Cross in this year’s Australia Day honours for her work bridging cultural divides.

    It is her aim to encourage more Muslims to join the defence force — around 100 of the 45000 defence force personnel identify as Muslim, 27 of them in the Navy.

    “There’s lots of Australian Muslims who feel very hurt … by previous military campaigns that our defence forces have been on that have I guess resulted in discomfort and difficulty …. where those campaigns have occurred that have caused ramifications for a lot of innocent people.”

    She says terrorist attacks which have hijacked aspects of religious teachings to justify those behaviours have created “fear and uncertainty for others who are non-Muslims”.

    “For some people that gets looked at as the whole Muslim community,” Captain Shindy says. Some young Muslim see this in black and white “us and them” terms.

    “They don’t have the maturity necessarily to see the greys and to understand that this is not everyone that has those views about you. That erodes confidence for those kids.”

    There’s lots of Australian Muslims who feel very hurt … by previous military campaigns that our defence forces have been on

    Her message to them is this: “You can be a proud Australian that loves everything about this great nation and still love your roots and love where you came from and straddle both worlds and both communities. That’s how I live my life and I like to help other people find their way in living those two things.”

    And she can cite her own experience, including active service at the start of the 2003 Iraq War.

    “It’s always tough, when you go anywhere, whether that’s Iraq. They were difficult times, they were interesting times I think for the whole nation.

    “We are an instrument of our democratically elected government and I think that’s something that is very much accepted, understood and part of the contract that I personally have with my organisation. That’s my role, that’s what I signed up to do.”

     

    Source:www.dailytelegraph.com.au

  • In Face Of Rising Religiosity, Keep Faith With The Secular State

    In Face Of Rising Religiosity, Keep Faith With The Secular State

    For those like me who believe that rising religiosity is the greatest pressure on the status quo in Singapore now, and for decades to come, the City Harvest trial has been a bellwether saga.

    Since its start in 2012, the criminal investigation and judicial proceedings against six leaders of one of the largest and most powerful churches in Singapore have been a delicate balancing act for the secular state.

    Can it punish the City Harvest Church (CHC) leaders while reaffirming the church’s freedom of worship? Can it hold its religious leaders to account and persuade their flock, 30,000 Singaporeans at its peak, to accept the legitimacy of secular judgment?

    The verdict last week that found all six guilty, capping a 140-day trial that lasted two years, has answered some questions while making others more urgent.

    The words and actions of current and former CHC leaders in the aftermath of the verdict have raised eyebrows among many secular observers.

    As many have noted, in the matter of the misuse of $50 million of church funds, Kong Hee has persisted in referring to himself and the other five as “accused” persons rather than convicted ones; his apology to his congregation last week was for the “pain and turmoil” caused to them in the form of external criticism – not for his criminal actions.

    CHC pastor Aries Zulkarnain, in explaining the verdict to the congregation, said the church leaders were saddened by the verdict, but “respected” it.

    This word choice is significant and deliberate: respect is not the same as acceptance.

    As the six have yet to be sentenced, let alone indicate whether they will file an appeal, expressing an acceptance of the guilty verdict may thus be premature at this stage.

    But some see the public statements made last weekend as an implicit challenge to the secular judiciary’s judgment, through a differentiation of said judgment from the moral judgment of the church’s belief system.

    Such a dynamic emerges from another recent collision between the state and the religious authorities.

    In 2012, the Faith Community Baptist Church (FCBC), led by Pastor Lawrence Khong, fired a member of the church staff because of her adulterous relationship with a married church worker.

    Because she was seven months pregnant at the time, then Minister for Manpower Tan Chuan-Jin said the church should pay her $7,000 in salary and benefits.

    This was premised on the Minister’s judgment that the worker was sacked without sufficient cause. Under the Employment Act, an expectant mother from her fourth month of pregnancy must be paid benefits if she is sacked without sufficient cause.

    Mr Khong’s counter was that since the church is a moral body, persistent adulterous behaviour was “sufficient cause” for dismissal.

    The church petitioned the High Court for a legal review of the Minister’s decision, a challenge it unexpectedly dropped earlier this year. It said it had come to understand the rationale for the Minister’s decision and now “accepted” it.

    It is important here to understand why these two cases differ in kind, not just degree, from other recent headline-making incidents involving religious or racial groups.

    Petitions for the Government to allow the hijab, the Muslim headdress, to be worn by nurses in public hospitals who wish to do so, or petitions for musical instruments to be played during the Thaipusam procession are seen as challenges on the “common space” the Government believes must be kept race- and religion-neutral.

    This common space is fundamental to the peaceful functioning of Singapore’s multiracialism – a founding principle of Singapore’s secular state.

    The aforementioned groups want the secular state to carve out concessions from the common space to fulfil their desire for religious self-expression. The Government has hitherto, citing the pressures of snowballing demands, declined. This push and pull is the normal, healthy workings of a diverse society.

    But the FCBC case is not a challenge on the common space. It challenges the authority of the secular state – whether the political leaders or the judicial authorities – to determine the perimeters of the common space.

    The implicit argument it posed was that the morality of its belief systems stand equal, if not above, secular judgment.

    Ultimately, its church leaders decided not to pursue that argument but to cede to secular authority.

    In the CHC’s case, the legal process is ongoing but the six leaders have submitted to the workings of secular law.

    So the status quo can be said to have prevailed in both cases.

    But it would be naive to think that the rising religiosity, demonstrated in these cases, has not detracted from the secular state’s authority over the common space.

    In recent years, for example, there has been an assertive religious campaign to keep in place the section of the Penal Code which criminalises gay sex, Section 377A.

    This assertiveness has sent the signal that any repeal – rightfully a decision solely of the elected legislature – will lead to aggressive pushback against secular authority.

    To avoid such a collision, it is likely the Government will not consider repealing the law for, perhaps, at least one generation.

    This is yet another occasion in a long journey of rising religiosity finding an equilibrium with the secular state.

    Two major reasons give me optimism that secularism will prevail. The first is that Singapore, as befits its youthfulness, is starting this chapter later than other advanced economies with secular governments.

    What has emerged elsewhere is not pretty. Whether political gridlock in the United States driven by the growing influence of the religious right in the Republican party, the emergence of racial and religious enclaves in many parts of Europe or incidents of religion-related violence in many parts of the world, these trends should push popular support here behind a strong, secular state.

    The second and more important reason is that Singapore is, by default, multiracial and multi-religious.

    Few places in the world started off heterogeneously and have entrenched heterogeneity.

    Philosopher John Rawls made his name with a thought experiment that imagined a group of people designing the rules of a society they would live in, without knowing who they would be- rich or poor, male or female, Christian or Hindu, able-bodied or disabled.

    He argued that this ignorance would lead to a societal design that gave everyone the most liberties possible without infringing on the liberties of others – because who would take the chance of ending up at the mercy of a skewed system?

    Singapore’s mix of religions and races could be seen as a real-life corollary of this thought experiment.

    No one can imagine themselves out of their identities. But living with those of other races and religions can be a daily reminder that the only thing that guarantees your own choice of god and good is a secular state that stays silent on the merits of that choice.

     

    Source: www.straitstimes.com

  • Osman Sulaiman: Daiso Singapore Apologise For Hijab Incident, Assures No Such Discriminatory Policies Are In Place

    Osman Sulaiman: Daiso Singapore Apologise For Hijab Incident, Assures No Such Discriminatory Policies Are In Place

    Update on Daiso:

    Met up with the GM of Daiso, Jun Tomioka at IMM together with Ms Malis Jais (the job applicant) on last Wednesday.

    During the discussion, the GM has clarified that Daiso does not have any policies against employees wearing the headgear.

    He also went to great lengths to explain to us how the organization has in fact catered to the well being of employees from different races and religions. He then highlighted that they do have many employees wearing the headgears in their organization.

    When asked how then did their HR came up with such information to job applicants that Daiso’s employees are not allowed to wear the headgears on sales-floor? There must be a directive from someone to the HR person as it specifically single out sales-floor area.

    The GM apologized for the mistake when relaying information to job applicants. He said that lapses might have occurred during communication to his staff and apologized for the lapse.

    He was apologetic the whole time which was a breath of fresh air from the usual sidestepping whenever I took on such cases.

    He also mentioned that although Daiso has a dress code policy, it has never excluded headgears in workplaces unless in factories where machinery is involved.

    I told him that his apology will mean nothing if there are no concrete steps taken to ensure such thing will not happen again.

    He then made a personal guarantee that such errors would not be repeated as the company is planning to create a handbook for employees where information would be passed down more effectively. They will also remind all its shop leaders not to make similar suggestions and exercise greater vigilance in the recruitment process.

    We are convinced and satisfied that the GM is sincere in rectifying the matter and this incident is probably due to miscommunication among its employees.

    Ms Normalis has since received a formal apology letter from Daiso which we have agreed to keep it confidential and not to reproduce or distribute whatsoever.

    People who felt that they have been unjustly dealt with need to speak up about it. Keeping silent will not help resolve anything. As for the above case, I’m happy that it ends well for everyone and hopefully create awareness for more companies to embrace hijab wearing employees.

     

    Source: Osman Sulaiman

  • Osman Sulaiman: Daiso Singapore Must Clarify Its Hiring Policy

    Osman Sulaiman: Daiso Singapore Must Clarify Its Hiring Policy

    With regards to the recent discriminatory hiring policy by Daiso Singapore, I sent them an email today, enquiring further on their employment practices. Hope to get a satisfactory reply from them.

    Such organizations that implement discriminatory hiring policies often times went unpunished as we have weak labour laws to protect job seekers from such incidents. We hope this will change soon so that businesses understand the kinds of social harm it creates when it discriminates.

    ——————————————————————
    To the Officer-in-charge

    RE: DISCRIMINATORY HIRING POLICIES

    I would like to bring your attention to a recruitment exercise that was conducted by Daiso Industries Co Ltd Singapore Branch. The interview was conducted at IMM Building. I was informed by an applicant, Ms Normalis Bte Jais that she had responded to a job advertisement posted on JobsCentral requiring applicants to go for a walk-in-interview. I attached photos of the advertisement in this email for your reference.

    The applicant went down on 25th September 2015 @2pm for the interview and she was received by your HR personnel who proceeded to interview her.

    During the interview, the applicant was told by your HR personnel that Daiso employees are not allowed to wear the headgear on the sales-floor. The applicant was then asked whether she would still proceed with the interview. Ms Normalis then declined and left the interview room feeling extremely upset and disappointed for not being given equal opportunity for employment because of what she wears.

    I would therefore like to seek clarifications from your goodself on a few matters;
    1) Can you confirm your organization’s policy regarding the recruitment of women wearing the headgear in Singapore particularly at the sales-floor area?

    2) I understand that you also have several Daiso chains across Asia including Malaysia and Indonesia. I assume that the Malaysian and Indonesian employees are allowed to wear their headgears at sales-floor. Why is Singapore the chosen destination for your organization to apply discriminatory policies such as denying Singaporeans wearing the headgear, employment opportunities at your organization?

    3) The advertisement on JobsCentral did not indicate that applicant wearing the headgear is not welcomed to apply. If your organization has such policy, why is it not indicated on the job advertisement so that applicants need not waste their time, effort and money attending the interview only to get discriminated on?

    4) What is the rationale behind the policy of not allowing employees wearing the headgear to work on sales-floor but having no qualms accepting sales from your customers wearing the headgears and also allowing them entry to your sales-floor?

    I would like to highlight that Singapore has in place guidelines for fair employment practices. One of the recommendations is that employers who advertise a position requiring a specific attribute which may be viewed as discriminatory should ensure it is indeed a requirement of the job and state the reason for the requirement in the advertisement.

    This can be found on page 8 of the Tripartite Guidelines on Fair Employment Practices.
    https://www.tafep.sg/…/Publications%20-%20Tripartite%20Guid…

    As a global organization that seeks to provide a unique experience and enjoyment for millions of people, surely this kind of archaic hiring policies should not have existed if any.

    To make an unjust or prejudicial distinction in the treatment of people is unacceptable. Discrimination has no place in any society. It creates an ill will between people and has a negative effect on the victim. It makes them feel isolated, humiliated and angry. They may also develop low self-esteem and depression in the long run. Most importantly, it denies someone their human rights to be able to participate fully in the society.

    It is in the interest of the community that Daiso Singapore makes known of its employment policies with regards to employees wearing the headgear. This will indicate its corporate social responsibility towards creating an inclusive workforce, in-line with global standards.

    I look forward to your reply on the above enquires.

    Thank you.

    Regards,
    Osman Sulaiman

     

    Source: Osman Sulaiman