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📍 Incident Overview
On June 7, 2025, a young employee at the Croma store in Bhandup West, Mumbai, became embroiled in a controversy when he was allegedly asked by a senior staff member, identified as Rashid, to remove his tilak—a religious mark on his forehead. The demand reportedly occurred during Eid al-Adha, a significant Muslim festival celebrated that day. According to reports, the senior staff instructed the youth to wipe off his religious mark before continuing to work or remaining in the store .
The employee, named Jitesh Sharma, declined the demand and is said to have left the store as a result. The incident quickly gained attention both on social media and in mainstream circles, triggering immediate outrage and raising questions about religious discrimination and workplace rights in India.
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📷 Eyewitness and Media Accounts
Local onlookers recounted that tensions were already palpable in the store due to the festive day. Some claimed the request came across as insensitive and disrespectful, especially considering the context of Eid celebrations.
The name “Rashid” soon became central in viral social media threads, with many users condemning the act as one of religious intolerance.
Local media outlets picked up the story within hours; videos shared by bystanders and storegoers fueled the narrative further, showing emotional reactions from both Sharma and other employees.
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🔍 Key Issues at Play
1. Religious Expression vs. Workplace Policy
India’s Constitution safeguards freedom of religion and personal expression. The demand to remove a religious symbol—such as a tilak—can be interpreted as infringing on these fundamental rights. At the same time, organizations argue they must maintain consistent branding, neutrality, and avoid situational biases in their dress code.
2. Impact of Timing
The timing of the demand—on Eid—added to the emotional intensity. While many companies maintain uniform policies, asking an employee to remove a symbol on a religious day is seen by many as tactless and lacking cultural awareness.
3. Unequal Enforcement?
Social media users pointed out that such rules are inconsistently enforced depending on the religious identity of the wearer. Critics argue that allowances are sometimes made for Muslim employees to wear prayer caps or hijab, while other religious symbols—especially Hindu ones—are treated more harshly.
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💬 Social Media Reaction
Outrage: Thousands of individuals voiced their disappointment after minor clips of the event went viral. Hashtags like #TilakShame and #ReligiousIntolerance trended.
Support for Jitesh: Many praised him for standing by his beliefs. “We need more people who don’t give in to pressure,” read one popular tweet.
Calls for Accountability: Several people demanded that Croma take strict action against the senior employee, Rashid, citing that no one should be compelled to compromise their religious identity at work.
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🧭 Legal and Ethical Standpoints
📜 Legal Framework
India’s Constitution (Article 25) guarantees freedom of conscience and religion. Additionally, the Workplace Prevention of Sexual Harassment (POSH) Act and Industrial Employment (Standing Orders) Act set standards for employer conduct. Legal experts suggest that forcing an employee to remove a religious symbol could amount to “coercion of belief.”
⚖️ Right to Religious Identity at Work
Supreme Court rulings, such as the 2019 judgment in Apparel Export Promotion Council vs. A.K. Chopra, affirm that uniforms are valid, but cannot infringe upon fundamental rights. Employers can impose neutral dress codes, but forcing removal of religious symbols may be legally questionable.
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🏢 Corporate Response (Potential and Anticipated)
While there’s no official statement from Croma or its parent company (Tata Digital) yet, likely responses could include:
1. Internal Investigation
A fact‑finding committee may be set up to review the event timeline, interview both Jitesh and Rashid, and speak with other employees.
2. Cultural Sensitivity Training
Similar incidents have previously prompted companies to implement religious awareness workshops, ensuring staff—from leadership to frontline—respect diverse faith-based expressions.
3. Clarification of Policy
Croma may revise or clarify its dress code policy, emphasizing religious neutrality and freedom of expression.
4. Public Apology or Assurances
A public statement acknowledging regret, reiterating commitment to employee rights, and assuring corrective action often serves to pacify public concerns.
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🧠 Expert and Public Opinion
Social activists argue this reflects a growing intolerance towards visible signs of Hindu identity in public and private spaces.
HR professionals caution companies to balance corporate identity with respect for employee diversity. If allowed for one group, it must be allowed for all.
Legal scholars stress that employees should feel free to express their beliefs unless it disrupts delivery of service.
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🌐 Wider Context
India has seen similar flashpoints in recent years—for instance, reactions to hijab-related school bans and hijab/prayer cap controversies in government or private institutions. These incidents reflect broader tensions around visible faith markers in a pluralistic society. Many view the Croma case as part of an ongoing, national conversation about religious liberty and secularism at the grassroots level.
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📈 What Happens Next?
1. Company Inquiry: Expect an internal review at Croma and possibly a public statement.
2. Employee Legal Options: Jitesh may choose to file a complaint under labour or constitutional laws.
3. Public Pressure: Social media backlash could pressure Croma into swift, corrective action.
4. Broader Dialogue: The incident may spark discussions in business sectors about non-discriminatory workplace practices and cultural training modules.
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Conclusion
The Mumbai Croma tilak row has become more than a workplace dispute—it has struck a chord in national discourse about religious expression, cultural sensitivity, and rights of workers in India. With pressure mounting from public opinion, legal experts, and rights groups, it’s expected the company will review its policies, hold individuals accountable, and reassure employees of its commitment to inclusivity. It also serves as a wake‑up call to employers: in India’s plural society, understanding and respecting religious identities in the workplace isn’t just good ethics—it’s essential.
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