Gandhi once said:
“The need of the moment is not one religion, but mutual respect and tolerance of the devotees of the different religions.”
Indeed, we can learn a lot by widening our knowledge of religions. As employers this can enrich an organisation and ensure inclusive working practices are followed which work for all.
How we support religious observance at Chwarae Teg
Here at Chwarae Teg our annual leave is set at a total of 40 days per annum. If staff wish to use some for bank holidays, then they can, however staff who do not want to use their leave on some of these religious holidays do not have to. When staff want to take time off, they can do so when they wish – we do not dictate any of it.
Employers must consider the several religions that people in the UK may practise. 46.2% of people identified as Christians in November 2022, followed by 1.7% Hindus, 1.5% Jews, 6.5% Muslims, 0.9% Sikhs, and 0.5% Buddhists1.
Aside from Christmas festivities, we hope that companies do not completely ignore the other religious holidays that occur throughout the year. The Hindu and Sikh holiday of Diwali occurs in October, and just in November there are events for Christians, Buddhists, Rastafarians, and Sikhs in addition to the annual Inter Faith Week and Jewish holidays throughout the year.
So, is religion a consideration in the workplace? Should it be? Of course. Work is very much part of our lives, and a good work-life balance is high on the agenda for most of us. Religious observance and work life need to work in harmony.
The Equality Act 2010
The law protects from discrimination on the grounds of religion, religious belief and of having no belief. The Equality Act 2010 protects us all based on these characteristics and outlaws’ discrimination, whether direct or indirect.
However, many workplaces have rules, processes and activities in work that can indirectly discriminate against employees of various faiths. So, what can employers do to ensure they are not one of these employers? How can they be more inclusive, avoiding the creation of barriers for people of certain religions, often linked to race, to access work?
Simple points to consider:
· Uniform rules – can women cover up or wear traditional coverings? Can people wear jewellery?
· Dietary requirements – what food do caterers provide at your events?
· Do work events always involve establishments that serve alcohol?
· Do you always meet at the same time when some may be at worship?
· Job duties – do they include, for example, the handling of meat or alcohol?
Women face many gendered barriers to work, such as access to childcare. However further racial inequalities and biases make it additionally challenging for women of an ethnic minority background as they face discrimination.
What should employers do in the workplace?
· Know the workforce – carry out equal opportunities monitoring and act on the data collated
· Set up a multi-faith calendar of religious events to encourage inclusion
· Be considerate – be aware of fasting times and prayer requirements; use flexible job design to be accommodating
· Raise awareness of bias – train all employees on unconscious bias, equality, diversity, and inclusion
· Introduce agile working – give employees various flexible ways of working to facilitate attendance at religious events or time for prayer
· Write an Equality, Diversity and Inclusion strategy and act upon it
· Have inclusive recruitment processes – anonymous applications; representative recruitment panels; include equality, diversity, and inclusion commitments
How this affects your business
You may improve your company culture and boost employee retention by encouraging religious tolerance and inclusivity in the workplace.
In 2022, candidates placed inclusion high on their list of desired qualities, and by making your workplace more inclusive, you will be able to increase access to the finest candidates and, consequently, the best business outcomes.
For support and to discuss actions that can benefit your workforce, contact one of our experts at FairPlay Employer at fairplayemployer@chwaraeteg.com or on 0300 365 0445.
1 Religion, England and Wales: Census 2021