Guidance on Religion or belief and the workplace - Acas

40 Pages·2010·0.48 MB·English

A guide for employers
and employees
Religion or belief
and the
workplace
Acas can help
with your
employment relations needs
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Religion or Belief Text 7/10/10 14:43 Page 1
Religion or belief
and the workplace
Putting the Equality Act 2010 into practice
Contents
Introduction 2

Summary of the law 3

Religion or belief and the workplace – some key areas 10

Appendix 1 19

Occupational Requirements Guidance
Appendix 2 21

Guidance on commonly practised religions
Religion or Belief Text 7/10/10 14:43 Page 2
Introduction

Fairness at work and good job performance go hand in hand. Tackling
discrimination helps to attract, motivate and retain staff and enhances an
organisation’s reputation as an employer.
From 2 December 2003, when the Employment Equality (Religion or Belief)
Regulations came into force, it became unlawful to discriminate against
workers because of religion or belief. The Equality Act 2010 replaces these
Regulations. As an employer, your obligations remain largely the same as
under the Regulations, although you should be aware that the Act will extend
protection from third party harassment to cover religion and belief, making
employers potentially liable for harassment of their staff by people they do
not employ (see page 7).
This guide gives employers and managers practical help in complying with
the Equality Act 2010 and in creating a fair working environment in which no
one is put at a disadvantage because of religion or belief.
2 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)
Religion or Belief Text 7/10/10 14:43 Page 3
What the
law says
1.1 Religion or belief is defined as:
– any religious belief, provided the religion has a clear structure or
belief system. Denominations or sects within a religion can be
considered a protected religion or religious belief. Appendix 2
provides a list of commonly practised religions in Britain.
– a philosophical belief (see box below).
A 2009 Employment Appeal Tribunal decision defined the criteria for
determining what a philosophical belief is. A philosophical belief must:
• be genuinely held
• be a belief and not an opinion or viewpoint, based on the present
state of information available
• be a belief as to a weighty and substantial aspect of human life
and behaviour
• attain a certain level of cogency, seriousness, cohesion and
importance
• be worthy of respect in a democratic society, compatible with
human dignity and not conflict with the fundamental rights of
others.
Humanism, pacifism and atheism could be examples of philosophical
beliefs.
It is as unlawful to discriminate against a person for not holding a
particular (or any) religious or philosophical belief as it is to discriminate
against someone for holding a religious or philosophical belief.
Discrimination can occur even where both the discriminator and the
person being discriminated against hold the same religious or
philosophical belief.
WHAT THE LAW SAYS 3
Religion or Belief Text 7/10/10 14:43 Page 4
1.2 Direct discrimination
Direct discrimination means that workers or job applicants are treated
less favourably than others because they hold, are perceived to hold,
or do not hold a particular (or any) religious or philosophical belief.
Employees are also protected from direct discrimination which occurs
because they associate with someone who holds or does not hold a
particular religious or philosophical belief.
For example it is unlawful to:
• decide not to employ someone
• dismiss them
• refuse to provide them with training
• deny them promotion
• give them adverse terms and conditions.
Example: At interview it becomes apparent that a job applicant is Hindu.
Although the applicant has all the skills and competences required of the
job, the organisation decides not to offer him the job because he is a
Hindu. They do this because they believe that the applicant would not fit
in with the rest of the workforce, who are predominantly Christian. This is
direct discrimination.
1.3 Indirect discrimination
Indirect discrimination occurs when an organisation has practices,
policies or procedures which, although they are applied to everyone,
have the effect of disadvantaging people of a particular religion or
belief (or people without a religion or belief).
Indirect discrimination will not be unlawful if it can be justified. This
means you must show that there is a legitimate aim (ie a real business
need) and that the practice is proportionate to that aim (ie necessary
and there is no alternative less discriminatory means available).
4 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)
Religion or Belief Text 7/10/10 14:43 Page 5
Example: A small finance company needs its staff to work late on a
Friday afternoon to analyse stock prices in the American finance market.
The figures arrive late on Friday because of the global time differences.
During the winter months some staff would like to be released early on
Friday afternoon in order to be home before sunset – a requirement of
their religion. They propose to make the time up later during the
remainder of the week.
The company is not able to agree to this request because the American
figures are necessary to the business, they need to be worked on
immediately and the company is too small to have anyone else able to
do the work.
The requirement to work on Friday afternoon is not unlawful indirect
discrimination as it meets a legitimate business aim and there is no
alternative means available.
1.4 Harassment
Harassment is “unwanted conduct related to a relevant protected
characteristic, such as religion or belief, which has the purpose or
effect of violating an individual’s dignity or creating an intimidating,
hostile, degrading, humiliating or offensive environment for that
individual”.
It may involve nicknames, teasing, name calling or other behaviour
which may not be intended to be malicious but nevertheless is
distressing. It may be about the individual’s religion or belief or it may
be about the religion or belief of those with whom the individual
associates. It may not necessarily be targeted at an individual(s) but
may consist of a general culture which, for instance, appears to
tolerate the telling of religious jokes.
Example: A member of staff is devout in her belief. She continually refers
to her colleagues as “heathens” and warns them of the consequences
they may suffer as a result of their lack of belief. Distressed by her
intimidating behaviour, her colleagues complain to their manager that
they are being harassed.
WHAT THE LAW SAYS 5
Religion or Belief Text 7/10/10 14:43 Page 6
Example: Mark is continually teased about his partner’s strongly held
environmentalist beliefs. He finds being subjected to such teasing
offensive and distressing and complains to his manager. His manager
tells him not to be silly, that the teasing is only harmless workplace
banter and is nothing to do with the organisation.
This may be harassment related to philosophical belief even though it is
not the victim’s own belief that is the subject of the teasing.
Harassment related to religion and belief may not always have overtly
religious overtones. For example, an individual could be ostracised or
excluded because of their religion or belief.
Employees may be able to claim harassment in circumstances where
the unwanted behaviour is not directed at them, if they can
demonstrate that it created an offensive environment for them. The
complainant need not hold the same belief as the person who is being
harassed.
Example: Jenny is a humanist and is claiming harassment against her
line manager after he frequently teased and humiliated her about her
beliefs. Caroline shares an office with Jenny and she too is claiming
harassment, even though she does not share Jenny’s beliefs, as the
manager’s behaviour has also created an offensive environment for her.
You may be held responsible for the actions of your staff as well as the
staff being individually responsible for their own actions. If harassment
takes place in the workplace or at a time and/or place associated with
the workplace, for example a work related social gathering, you may
be liable and may be ordered to pay compensation unless you can
show that you took reasonable steps to prevent harassment.
Individuals who harass may also be ordered to pay compensation.
See section 2.2. for guidance on preventing harassment in your
workplace.
6 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)
Religion or Belief Text 7/10/10 14:43 Page 7
1.5 Third party harassment
The Equality Act 2010 extends protection from third party harassment
to cover religion or belief. If an employee is subjected to harassment
by someone you do not employ (eg a customer), you could be liable
for this in circumstances where:
• harassment has occurred on at least two previous occasions. This
means that the same member of staff has been harassed twice, not
necessarily by the same third party;
• you are aware that harassment has occurred;
• you have not taken reasonable steps to prevent it from reoccurring.
You may wish to develop a reporting procedure for third party
harassment, and to make all staff aware of the process for reporting
an incident. You should also ensure that you put processes in place to
manage customers who behave in an offensive way.
You could also consider placing signs on your premises or website
stating that harassment of staff will not be tolerated. Handouts to
workers visiting your premises could include a summary of your
Equality Policy, as well as the more usual health and safety
instructions.
Example: Chris manages a Council Benefits Office. One of his staff, Ben,
is Christian. Ben mentions to Chris that he is feeling unhappy after a
claimant made derogatory remarks about Christianity in his hearing. Chris
is concerned and monitors the situation. Within a few days the claimant
makes further offensive remarks. Chris reacts by having a word with the
claimant, pointing out that this behaviour is unacceptable. He considers
following it up with a letter to him pointing out that he will ban him if this
happens again. Chris keeps Ben in the picture with the actions he is
taking and believes he is taking reasonable steps to protect Ben from
third party harassment.
WHAT THE LAW SAYS 7
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1.6 Victimisation
Victimisation is when an individual is treated detrimentally because
they have made a complaint or intend to make a complaint about
discrimination or harassment or have given evidence or intend to give
evidence relating to a complaint about discrimination or harassment.
They may become labelled ‘troublemaker’, denied promotion or
training, or be marginalised by their colleagues.
You should make staff aware that they must not penalise any
individuals who make a compliant of discrimination. This applies to all
staff, including those who are the subject of a complaint, mentioned
as a witness, asked to give relevant evidence, or are supportive of the
alleged discrimination.
Example: After giving evidence for a colleague who had brought an
Employment Tribunal claim against the organisation because of religion
or belief discrimination, a worker applies for promotion. Her application is
rejected even though she shows that she has all the necessary skills and
experience. Her manager says she is a ‘troublemaker’ because she has
given evidence at the tribunal and as a result should not be promoted.
This would be victimisation.
1.7 At the end of the working relationship
Discrimination, harassment or victimisation following the end of a
working relationship covers issues such as references either written or
verbal.
Example: A manager is approached by someone from another
organisation saying that Mr ‘Z’ has applied for a job and asks for a
reference. The manager says that he cannot recommend the worker on
the grounds that he did not ‘fit in’ because he refused to socialise in the
pub with his colleagues (his religion forbade alcohol). This worker may
have been discriminated against because of religion after his working
relationship with the organisation has ended.
8 THE EQUALITY ACT 2010 (RELIGION OR BELIEF)