UK Inter Faith Week 12 – 19 November 2023

Each year, Inter Faith Week begins on Remembrance Sunday, and runs until the following Sunday. Remembrance Sunday was chosen as a start day to encourage people to remember together the contributions of all faiths and none, and to consider how best to create a just, peaceful, and harmonious world. Building good relationships and working partnerships between people of different faiths and beliefs is part of the year-round work of many people and organisations across the UK. Having a special Week provides a focal point, helping to open inter faith activity up to a wider audience.

The three aims of the week are:

• Strengthening good inter faith relations at all levels
• Increasing awareness of the different and distinct faith communities in the UK, in particular celebrating and building on the contribution which their members make to their neighbourhoods and to wider society
• Increasing understanding between people of religious and non-religious beliefs

Anyone can take part in the Week and hold events themselves. The Inter Faith Week website at www.interfaithweek.org has all the information you need, a list of events already taking place, as well as ideas and inspiration for how you can get involved.

Religion and Belief in the workplace

Protecting human rights, including the right of religious minorities to freedom of religion, is a global priority and while religion and belief discrimination is illegal in the UK as a protected characteristic under the Equality Act, recent research revealed that some employees reported feeling discriminated against because of their religion or beliefs, and a similar proportion report having witnessed colleagues being discriminated against on this basis (Religion and belief | CIPD Viewpoint).

The Equality Act 2010 protects all employees from discrimination, harassment and victimisation because of their religion or beliefs. There are four main types of religious or belief discrimination:

• Treating somebody worse than another person in a similar situation because of their religion or belief.
• Operating a policy or way of working that applies to everyone but which puts some staff at a disadvantage because of their religion or belief e.g. Working hours or dress code. Employers need to show that any job requirements can be objectively justified as necessary for the operation of the business.
• Failure to make arrangements to ensure that employees are not harassed or receive offensive treatment because of their religion or belief.
• Victimising employees who have made a complaint or are supporting somebody who has.

The Equality and Human Rights Commission (EHRC) have developed a very useful employer's guide to religion or belief in the workplace which includes handling employee requests, FAQs and examples of some of the main issues facing employers including time of work, recruitment, food and dietary requirements, dress codes and religious symbols, opting out of work duties and expressing personal views and beliefs at work. The Advisory, Conciliation and Arbitration Service (Acas) have also published detailed guidance for employers on how to reduce the chance of religion or belief discrimination happening at work and how to deal with if it does occur. You can view the full report here: religion-belief-discrimination-guide-feb-2023.pdf

Key steps for managing religion or belief in the workplace:

• Develop/Review a Diversity Equality and Inclusion policy. Ensure these policies and statements are easily accessible to all and contain reference to religion and belief.

• Review all policies/procedures and terms and conditions of employment. Ensure fairness and legal compliance and that they don’t discriminate on the basis of religion or belief.

• Ensure recruitment & selection processes are fair and not open to discrimination (on the basis of religion or philosophical belief). Be sensitive when arranging dates for interviews and any requirements for interview arrangements.

• Provide Equality Diversity Inclusion training. Educate staff about discrimination and harassment and encourage them to respect other’s different beliefs. Access free online training for line managers (Acas website)and trade union representatives (TUC website). Download this Religion or belief: a guide to the law from the EHRC. If you face a claim, tribunals are always interested in what level of training you have given your managers and staff to raise awareness of these issues.

• Be respectful of an employee’s religious practiced. Be sensitive to employee’s needs in terms of uniforms, dietary requirements in staff catering or providing a room for prayer. Make sure work events are inclusive, providing non-alcoholic drinks and a range of foods which have been clearly labelled, as some religious groups have specific dietary requirements.

• Give proper consideration and be consistent when dealing with employee requests. Avoid treating one request differently from another if the request and situation is similar. Use this EHRC decision-making tool for handling employee requests and check out these frequently asked questionscaptured by EHRC about religion or belief in the workplace. Furthermore, Acas guidance covers time off for religious observance. 

• Consider publicising a calendar of religious holidays to promote greater understanding about different religions. Help staff feel they can celebrate religious occasions and understanding of the significance of religious festivals to colleagues of different faiths.

“Inter Faith Week is a fantastic opportunity for people of all faiths and beliefs to: mix and learn in neighbourhoods, workplaces, schools and universities and other contexts; visit places of worship of their neighbours and find out why their faith matters to them; get past stereotypes and misunderstandings and increase religious literacy; celebrate; dialogue; and volunteer together to help their local community”, Canon Hilary Barber and Narendra Waghela, co-chair of the inter faith network for the UK (Inter Faith Week).

Lizzy Turek

Client Research Associate