Extract
[...] Report on Secularity - Introduction and Method 1. INTRODUCTION On 27 October 2023, a carpenter from Pesmes, a commune in the Haute-Saône, was sentenced to four months of suspended sentence and a fine of 3500 euros for religious discrimination in the context of a job offer (L'Est Républicain, 27/10/2023) The facts date back to January 2022, when Abdel* (the first name has been changed) came to the company to obtain an internship. He was immediately rebuffed by the company head: 'You should go see your North African buddies, they'll have work for you' - 'You should have told me you were Muslim, it would have saved you the trip'. [...]
[...] Or according to Crandall and Eshleman, these prejudices can only be expressed under the cover of a good justification. The transgression of this new laïcité is then used as a justification to express prejudices, under the cover of a legitimate opposition, but in reality these individuals would not defend laïcité, but rather the rejection of certain minorities (Nugier, 2016; Troian et al, 2018; Roebroeck & Guimond, 2018). In fact, individuals with strong prejudices make a qualitative difference about the target, depending on whether it is Catholic or Muslim (Nugier, 2016; Cohu, 2022). [...]
[...] This is particularly the case for Muslim women, whose probability of obtaining a job interview is lower than that of their male counterpart (CNRS, 2013). Thus, being a Muslim woman is even more penalized in a context of sex-segregated work, where women face an inequality of access to high-responsibility positions, commonly called the "glass ceiling" or "invisible barriers" (Maruani, 2011; Fortier, 2008)." Just like the 'glass ceiling', the question of wearing the veil fuels current considerations and debates within feminist movements (Gianettoni, 2021) The law of March also made it possible to identify two positions (Roux et al. [...]
[...] According to Nugier et al. Individuals with low prejudices, on the other hand, do not make a difference between individuals. Laïcité is used here by individuals with different, even opposite convictions, this testifies to the ambiguity of this notion, the difficulty of defining it distinctly (Roebroeck & Guimond, 2016). The works of Knowles et al. (2009) on the ideology of color-blindness have shown that, due to its malleable nature, a fundamentally tolerant ideology could be hijacked by individuals with discriminatory motivations, who distort its meaning. [...]
[...] It was explained to the participants that the objective was to know their opinion on the question of living together in an organizational setting and the application of the principle of secularism. It was specified that this questionnaire was anonymous. To answer the questionnaire, participants were first required to read a case study presenting an employee claiming to express their religious affiliation at their workplace. According to a prior determinant, participants were either in the presence of a Catholic employee or a Muslim employee. The 2 case studies were as follows: « Julie, a Catholic, works in a private company in Rennes. [...]
