In the UK, religious discrimination in the workplace is a serious issue. It can be difficult to recognise the signs of faith-based workplace discrimination and even harder for employees to know how they can protect themselves from this.
In this blog article, we’ll look at what religious workplace discrimination is in the United Kingdom and how employees can protect themselves. We’ll also look at the steps employers can take to prevent religious workplace discrimination from occurring.
What is Religious Discrimination in the Workplace?
Religious workplace discrimination is when someone is treated unfairly at work due to their religious beliefs.
This can include direct bias, like being passed over for promotions, as well as indirect discrimination through policies that disadvantage certain religious practices. Harassment based on religious beliefs and victimisation for speaking out against discrimination are also common forms.
Recognising and addressing these issues is essential for creating a fair and inclusive workplace.
Types of Religious Workplace Discrimination
This section will explain the different types of religious workplace discrimination and how religious beliefs can be protected by UK law.
- Direct Discrimination: This is when an employee is treated unfairly because of their religious belief. For example, if they are not given a promotion because of their faith.
- Indirect Discrimination: This happens when an employer has a policy or rule which disadvantages employees who hold religious beliefs. For example, refusing to allow employees to take time off for religious holidays could be indirect discrimination.
- Harassment: This is when an employee is made to feel uncomfortable because of their religious beliefs. Harassing someone because of their religious belief is against the law in the UK.
- Victimisation: If an employee has complained about religious workplace discrimination, they cannot be victimised by their employer as a result. For example, if an employee has made a complaint to their employer about religious workplace discrimination, the employer cannot demote them as punishment.
The 2010 Equality Act actively protects people from discrimination based on nine protected characteristics, religion being one of them
How Can Employees Protect Themselves Against Religious Discrimination?
The following are ways that employees can protect themselves in the face of religious discrimination.
Know your rights
Understanding one’s rights is the first line of defence against religious workplace discrimination. Employees should familiarise themselves with the company’s policies on diversity and discrimination. This includes getting to know the Equality Act 2010, which safeguards individuals against discrimination based on religion or belief in the workplace.
Document instances
Keeping a record of discriminatory incidents can provide crucial evidence in addressing the issue. Employees should document any instances where they feel unfairly treated due to their religious beliefs, including dates, times, and details of the incident.
Seek guidance
Employees encountering religious discrimination should seek guidance from HR, a trusted supervisor, or a union rep. These individuals can offer support and advice on how to navigate the situation effectively.
Lodge complaints
If you’re not successful in your informal resolution attempts, employees have the right to lodge formal complaints within the company. Additionally, they can escalate the matter to external bodies, such as the Equality and Human Rights Commission for further investigation.
Seek Support
Seeking support from colleagues who may have experienced similar situations can provide validation and solidarity. External support networks and organisations specialising in workplace discrimination can also offer valuable guidance and assistance.
How Can Employers Prevent Workplace Discrimination?
Employers play a crucial role in creating a fair and inclusive workplace environment, free from discrimination based on religion or belief.
Here are some ways to achieve this.
Legal obligations
Employers are legally obligated under UK law to ensure that their workforce is not subjected to discrimination based on religion or belief. This includes creating an environment where employees feel comfortable expressing their religious identities without fear of discrimination.
Implement clear policies
Employers must establish clear and comprehensive policies that address religious issues in the workplace. These policies should cover aspects such as religious dress codes, accommodation for religious holidays, and provisions for time off for religious observance.
Training and awareness
Conducting regular training sessions on diversity, inclusion, and religious sensitivity can help raise awareness among employees and managers. Training programmes should educate staff on recognising and addressing religious discrimination, promoting understanding and respect for different religious beliefs and practices.
Prompt response to complaints
Employers should have mechanisms in place to promptly and effectively address any complaints of religious workplace discrimination. This includes establishing clear procedures for reporting incidents, conducting thorough investigations, and taking appropriate corrective action when necessary.
Promote a culture of inclusion
Employers should actively promote a culture of inclusion and respect within the workplace. This involves fostering open communication, encouraging dialogue on diversity and inclusion, and celebrating the contributions of employees from diverse religious backgrounds. By creating an inclusive work environment where all employees feel valued and respected, employers can help prevent religious workplace discrimination and promote a positive culture.
Bonus reading: 8 Diversity And Inclusion Activities For The Workplace
Key Takeaways
To sum up, religious discrimination in the workplace is when religious employees are treated unfairly because of their religious beliefs. This can include direct and indirect discrimination.
Employees
Employees should know what to do if they feel that they are being discriminated against including making a complaint to their employer or the police.
Take a look at Aspiring to Include Job Seekers Hub for resources on your rights as a religious employee, and much more. Browse our jobs board for live opportunities from inclusive employers!
Employers
Employers also have legal duties which require them not to discriminate against religious employees in the workplace. By having clear policies in place and dealing with any complaints swiftly and fairly, employers can protect religious employees from discrimination.
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