Religion and belief – are your staff confused?

The largest ever public consultation carried out by the Equality and Human Rights Commission has found widespread public confusion and misunderstanding about the laws protecting freedom of religion or belief. Are your staff also confused? Do your staff feel that they have to keep their religion hidden at work? How inclusive is your workplace?

The consultation took place because the Commission wanted to find out what people experience in their day-to-day lives in the light of extensive media and public debate about how people are able to express their religious and other beliefs. This includes how to deal with the right to express beliefs that others might view as offensive.

Nearly 2,500 people responded to the call for evidence, including people holding a wide range of religious beliefs as well as humanists, secularists and atheists. They covered employers and workers across the public and private sectors

Two recurring themes among employees was the pressure they felt they were under to keep their religion hidden at work and feeling discriminated against when it came to wearing religious symbols or expressing their beliefs.  This was particularly felt by Christians.

Staff reported a range of incidents of discrimination and harassment. Issues raised concerned the recruitment process, working conditions, including the wearing of religious clothing or symbols, promotion and progression, and time off work for religious holidays and holy days.

Some reported that particular beliefs were mocked or dismissed in the workplace or classroom. Other issues included:

“The wearing or ‘showing of’ a crucifix, rosary or any other Catholic jewellery was forbidden, yet nose rings, tongue piercings and tattoos were ok.” (Catholic participant)

“The teacher replied that people who are 'religious nutters' are those who believe that God created the universe. [My daughter] told him that as a Christian she believes that God created the universe to which the teacher ridiculed her in front of the class.” (Christian)

“As an unmarried woman, I was told I was not allowed to talk to the children about my 'condition [pregnancy]', and that I would struggle to gain a promotion in any local school. I was also advised to wear a pretend wedding ring.” (Humanist teacher)

“When I organised a Christmas party a couple of employees objected on the basis that the use of the word Christmas would promote a religious belief. We had to agree upon 'an End of Year Party/Christmas Party according to your beliefs'. I was offended but the boundaries have become unclear.” (Manager in a Law Firm)

Many participants were concerned about the right balance between the freedom to express religious views and the right of others to be free from discrimination or harassment. Specific issues raised included conscientious objection in relation to marriage of same sex couples and how to protect employees from harassment and discrimination by staff, customers or service users with a religion. There was a marked divergence of opinion about when it was desirable and appropriate to discuss religious beliefs with service users during the delivery of a service.

However, the research found that where inclusive work environments had been created which were supportive of religion or belief, few or no issues relating to religion or belief were present.

Mark Hammond, CEO of the Equality and Human Rights Commission, said:

“What we found from the thousands of responses we received was a complex picture of different opinions and experiences. However, what came out strongly was the widespread confusion about the law, leading to some resentment and tensions between groups and anxiety for employers who fear falling foul of what they see as complicated equality and human rights legislation.

“We also found examples of organisations which had taken a constructive approach to dealing with issues of religion or belief, with employees providing positive experiences of diverse and inclusive workplaces. We’ll use this evidence as we examine how effective the law is in this area and develop guidance which we hope will help everyone address some of the issues which have come out of the consultation.”

You can download the report here