Key Points
Based on the topic and results of the study in question, one can highlight several key points. Firstly, as Rouméas (2020) states, religious diversity is the issue that arises in the workplace due to the distinctive cultural backgrounds of colleagues, and its emergence can become a barrier due to inadequate resolution methods. Secondly, according to the author, direct discrimination on the basis of religious affiliation is unacceptable, and litigation may result in conflict (Rouméas, 2020). Thirdly, to maintain productivity and a favorable microclimate in the workplace, this is correct to resort to alternative dispute resolution as an adequate arbitration option (Rouméas, 2020). Fourthly, according to Rouméas (2020), alternative dispute resolution, as an arbitration method, is “a valuable tool for the accommodation of religious diversity in the professional world” (p. 207). Finally, alternative dispute resolution should not be considered a direct substitute for litigation, but if the situation allows avoiding the involvement of the judiciary, this approach is optimal to maintain normal working relationships among colleagues.
Summary
The article under consideration is devoted to assessing alternative dispute resolution as an arbitration technique that can address issues related to religious diversity in the workplace and the attendant difficulties of interprofessional interaction. The rationale for the relevance of this problem is presented through the evaluation of current labor and legal standards, and working mechanisms are presented from the perspective of the ability to resolve the aforementioned issue successfully. Alternative dispute resolution is compared with other approaches to conflict resolution, particularly litigation, and different arguments are given in favor of the former approach, for instance, the lack of clear legislative regulations in different countries.
The procedures related to the implementation of alternative dispute resolution principles are presented in the context of some UK companies. The roles of the parties involved are analyzed, including an arbitrator, but the emphasis is on the fact that each case of conflict caused by religious diversity is individual and requires a unique approach. Some objections to this practice are mentioned, for instance, difficulties for policymakers and extra costs, but the key conclusion is the objectivity of utilizing alternative dispute resolution with regard to the problem in question.
Personal Evaluation
This article is a valuable resource that emphasizes the importance of alternative dispute resolution as a practice that is a convenient substitute for litigation and, therefore, a simpler conflict management framework. When applied to my occupation, Rouméas’ (2020) ideas are important. I consider teamwork an integral part of my life, and the inability to address potential challenges posed by diversity issues is a significant personal skill gap.
I completely agree with all the study’s findings and share the opinion that alternative dispute resolution debugs less imprint on the reputation of companies and employees than litigation. In addition, given the assertion by Carrell and Heavrin (2013) that reasonable arbitration balances the relationships between the conflict parties, I support this practice. Modern teams are increasingly becoming diverse in many ways, including religious beliefs. Addressing disagreements among colleagues successfully is a strong argument in support of this arbitration method and the need to promote such an approach in companies that are not ready to make their internal conflicts public.
References
Carrell, M. R., & Heavrin, C. (2013). Labor relations and collective bargaining: Private and public sectors (10th ed.). Prentice Hall.
Rouméas, É. (2020). Religious diversity in the workplace: The case for alternative dispute resolution. Political Studies, 68(1), 207-223. Web.