Which practice might be considered discriminatory in employment?

The option that identifies a discriminatory practice in employment is the denial of employment based on religion. This practice violates anti-discrimination laws such as Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on various protected characteristics, including religion. When an employer makes hiring decisions that exclude individuals due to their religious beliefs or practices, it not only undermines the principle of equality in the workplace but can also lead to legal ramifications for the organization.

In contrast, denying employment based on a criminal record may be justifiable under certain circumstances, particularly if the nature of the crime is relevant to the job responsibilities. Screening out applicants who do not meet minimum qualifications is a standard practice that helps ensure that candidates possess the necessary skills and experience for the role, while hiring based on the organization's vision can be part of a strategic approach to ensure alignment with company values, as long as it doesn’t violate discrimination laws related to protected classes.