On November 5, 2009, Maj. Nidal Malik Hasan, an Army psychiatrist soon to be deployed to Iraq or Afghanistan, went on a shooting rampage at the Fort Hood army base in Texas, leaving 13 dead and at least 28 wounded. While the details of the shootings have largely emerged, Major Hasan’s motive — and the important question of whether he acted alone or as part of a terrorist network — remains murky. Regardless, one angle of this tragedy employers should be aware of is the possibility that Muslim Americans will face religious-based harassment and/or discrimination in the workplace. As we learned after 9/11, when a single Muslim commits an act of violence, other actual or perceived Muslims can become targets for blame and retaliation.
Muslim and Arab civil rights groups are already anticipating a potential backlash. Just hours after the shootings, the Executive Director of the Council on American-Islamic Relations spoke at a news conference, condemning the violence and simultaneously urging American Muslims to take care to protect themselves and their families from possible backlash.
Employers should be on the lookout for any retaliatory harassment or discrimination. At the first sign of trouble, proactive measures such as reissuing anti-discrimination policies, workplace training, and swift disciplinary measures in response to any policy violations can help insulate employers from legal risks.
Tune in tomorrow for some words about the other critical issue to emerge from this tragedy – workplace violence.
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