Religion and Belief

1
Religion and Belief

• Customs and cultures 2008

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Monitoring religion or belief identities

• 2008

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Employers responsibilities

• There is no legal requirement to keep information
  on how staff groups are made up (gender, ethnic
  groups, age, those with disabilities) other than
  in the public sector where racial monitoring is a
  statutory requirement.
• However there is evidence that most people are
  willing to provide this information voluntarily
  and monitoring religious or belief identities
  alongside ethnic or racial identities offers many
  benefits

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Benefits of monitoring

• It helps organisations to make sure their
  equality policy is working and to assess whether
  recruitment and training policies are reaching a
  wide audience reflecting the local community.

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Benefits of monitoring

• It can also help organisations to understand
  their employees needs by getting to know the
  practices, festivals etc of difference religions
  and beliefs.
• It can help organisations to monitor the
  application of their policies, performance
  appraisal schemes, grievance and disciplinary
  procedures, staff turnover and so on, and to
  identify disproportionate impacts on people from
  specific religions of beliefs.

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Equality monitoring

• Staff should be told why religion or belief are
  being included in equality monitoring processes
  and assured of confidentiality and anonymity.
• It can be explained that an organisation wishes
  to collect information that will enable it to
  respond as positively as possible to the varied
  needs of all its employees.

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Equality monitoring

• Information about religion or belief should not
  be sought at interviews where it is irrelevant to
  the decision-making process unless it is relevant
  to the duties of the post.
• It should, at any rate, be made clear to
  candidates what the duties of the post involve so
  that they can consider whether it might conflict
  with their religion or beliefs, for example, if
  the job involved unavoidable contact with pork
  products

8
Prayer rooms

• Good practice

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Prayer rooms

• Whilst employers are not required to provide a
  prayer room, it is often possible to designate a
  room or quiet place for this purpose without
  causing problems for other workers or the
  organisation.
• It may even be that some other workers would
  also appreciate having a place that they can use
  for quiet reflection or to enjoy a few moments
  peace..

10
Proactivity

• Wherever possible, organisations should respond
  positively to such requests. Refusing a request
  where such a place is available and would not
  have an adverse impact may mean that an employee
  is acting in a way that is discriminatory

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Prayer times

• Responding to requests

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Responding positively

• It may be very possible to respond in a positive
  and flexible way to these requests and it is,
  therefore, good practice to ensure that staff
  know how to make such a request. Prayer time may
  take no longer than a tea break and it may be
  possible to demonstrate thoughtfulness and
  respect for an employees beliefs and needs,
  without any difficulties arising.

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consideration

• However no organisation is obliged to agree to
  requests that will cause unreasonable disruption
  and managers and supervisors need to consider
  their responsibilities to all their employees
  when considering time off requests. It is
  important to explore alternatives and to talk
  with the employees affected who may have helpful
  ideas.

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Dietary Requirements

• Responding to dietary requests

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What is required

• They may, for example, need to store and heat
  food separately from other food. It is usually
  possible to accommodate such needs at little or
  no additional cost and it is good practice to
  talk with employees about any needs they may have
  and to be as helpful as possible in meeting those
  needs.

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Good practice

• When arranging company events assessment days,
  conferences, training events etc where food is to
  be provided, it is again good practice to ask in
  advance about any specific dietary requirements
  those attending may have and to make the
  necessary arrangements to respond to these.

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Fasting

• Good practice

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Fasting

• It may be helpful to initiate a discussion about
  this with staff members who observe periods of
  fasting.
• Employers should, however, take care not to
  implement measures that place unreasonable extra
  burdens on other staff and could cause ill
  feeling or result in claims of discrimination

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Alcohol

• Some advice

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• Some employees may find events where alcohol is
  being served uncomfortable.
• Be aware of the need to also provide alternative
  ways for people to socialise if some employees
  might be disadvantaged by not attending
  particular social events.

21
Clothing

• Reasonable adjustments

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Uniforms

• Where organisations provide a uniform or require
  a specific dress code, they should try avoid
  items of clothing that may conflict with the
  requirements of some religions.

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agreement

• Some religions, for example, require women to
  dress modestly. By adopting a flexible approach
  and consulting with staff affected by the dress
  code, it is possible to agree a code that meets
  the needs of the business and of individual
  employees.
• Where it is practical and safe to do so, staff
  may welcome the chance to wear clothing
  consistent with their religion

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Health and safety

• Rules concerning dress codes that are in place
  for health and safety reasons or to project the
  image of the organisation with customers may be
  justifiable and therefore lawful. This will
  depend upon the extent of the need for the rules
  for the business assessed against the needs of
  these who cannot fully comply for reasons arising
  from their religion or belief

25
Jewellery

• For example Sikhs wear a metal bracelet, Hindu
  women wear a necklace (which is placed around
  their neck during their wedding ceremony and is
  therefore, very symbolic). An organisations
  policy on the wearing of jewellery or having
  tattoos or other markings should be as flexible
  as possible. Unjustifiable policies may
  constitute indirect discrimination

26
Undressing and showering

• If an organisation requires its staff
• (or learners) to change their clothing or
  shower, for reasons of health and safety, it
  needs to ensure that facilities meet the needs of
  those religions and beliefs that do not allow
  individuals to undress or shower in the company
  of others, even of the same sex. Insistence upon
  same sex communal facilities could constitute
  indirect discrimination or harassment

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Individual Actions

• Encouraged by employers

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What can individuals do?

• Learn to understand what others actually believe
  and value, and let them express this in their own
  terms
• Respect the convictions of others about food,
  dress and social etiquette and not behave in ways
  which cause needless offence
• Recognise that all of us at times fall short of
  the ideals of our own traditions and never
  compare our own ideals with other peoples
  practices
• Work to prevent disagreement form leading to
  conflict
• Dont misrepresent or disparage other peoples
  beliefs and practices
• Correct misunderstanding or misrepresentations
  not only of our own but also of other faiths
  whenever we come across them

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What can individuals do?

• Respect another persons expressed wish to be
  left alone
• Avoid imposing ourselves and our views on
  individuals
• Be sensitive and courteous
• Avoid violent action or language, threats,
  manipulation, improper inducements, or the misuse
  of any kind of power
• Respect the right of other to disagree with us

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What can individuals do?

• Be aware that racial, cultural and ethnic
  identity are often inter-related with
  religion/faith
• Understand that religion/belief may sometimes be
  a stronger motivator for discriminatory sentiment
  and behaviour than race, culture or ethnicity
• Ask staff how they would like to be addressed,
  how to pronounce their name and how to spell it
• Become well informed if you are not sure, ask
  (appropriate/relevant) questions and find out
  more information
• Treat everyone with dignity and respect do as
  you would be done by

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What can individuals do?

• Recognise and guard against your own prejudices.
  Everyone has them
• Dont assume that treating everyone in the same
  way is the same thing as treating everyone
  fairly
• Be aware of the different value systems applied
  by staff of different genders, cultures, faith.
  For example, some staff members may feel
  comfortable about other knowing about what faith
  they adhere to and openness can take various
  forms e.g. dress, displaying symbols, discussion.
  Other may be less open for reasons for
  confidentiality, for fear of rejection/harassment/
  bullying