Supporting Colleagues' Religion and Belief - Our Tesco


[PDF]Supporting Colleagues' Religion and Belief - Our Tescohttps://66e0deeb078685a9224d-18afa556e75fce4044e99f6b2d32dbed.ssl.cf3.rackcd...

5 downloads 184 Views 244KB Size

Supporting Colleagues’ Religion and Belief

Internal, Supporting Colleagues’ Religion and Belief, Version1, Page 1 of 7

Where to find things. Introduction .............................................................................................................................................................. 3

1.

What is religion and belief? .............................................................................................................................. 3

2.

What should I be aware of? .............................................................................................................................. 3

3.

What is an inclusive workplace? ...................................................................................................................... 3

4.

What are our legal obligations? ....................................................................................................................... 3

5.

What should I be aware of if I am recruiting? ..................................................................................................3

6.

What are my responsibilities as a manager? ................................................................................................... 4

7.

Other things that it might be helpful to know. ................................................................................................ 4

Guide information. ................................................................................................................................................... 6

Guide owner: [email protected] ................................................................................................ 6 Ownership and confidentiality ................................................................................................................................ 6

Internal, Supporting Colleagues’ Religion and Belief, Version1, Page 2 of 7

Introduction

opinion outside of work they must not let it impact their ability to do their job, affect their working relationships or

This guide gives you more information about supporting

influence their decisions in any way.

religion and belief, which is one of the nine protected characteristics covered by the Equality Act and covered

Any form of discrimination or harassment will not be

by UK Law.

tolerated.

This guide highlights some of the things

This form of behaviour is considered to be

which may be helpful to know if you work with or manage

gross misconduct and may result in disciplinary action

someone who has religious or other beliefs.

being taken against you; up to and including dismissal.

1.

3.

What is religion and belief?

What is an inclusive workplace?

Belief can be either religious belief, non-belief or any

An inclusive workplace is one where everyone is treated

other kind of belief that a person has, for example, a

with dignity and respect. Where the talents and skills of

belief in protecting the environment.

different people are the thing that’s most valued and

2.

What should I be aware of?

It’s important to remember that while some colleagues will be ‘open’ and happy to talk about their particular beliefs, others will want to keep them private and it’s important that we respect that. We should never make assumptions about anyone’s particular belief, their practices or about what someone does or doesn’t believe in or make comments about anyone’s religion or belief. Colleagues who share religious or other beliefs can follow different practices, observances or customs and you need to be mindful and sensitive to this, for example someone who belongs to a particular religion which has special dietary requirements may choose to follow these very strictly, whilst another may choose not to follow them at

where

productivity

and

customer

service

improve

because the work force is happier, more motivated and more aware of the benefits that inclusion can bring. In inclusive companies individuals who have different religious or non-religious beliefs are all able to be themselves,

without

recrimination.

Everyone should feel comfortable about

fear

of

discrimination

or

participating in conversations and sharing their view on different subjects without the fear of abuse, unwanted jokes or comments being made.

4.

What are our legal obligations?

We have a legal obligation under the Equality Act 2010 to make sure our working environment is free from any form of discrimination or harassment including those on the grounds of race, religion or belief, ethnic or national origin.

all. Any cases of discrimination can end up in an employment We all have a responsibility to maintain an inclusive

tribunal and cause serious damage to our business and

workplace which allows colleagues, regardless of their

its reputation. We are committed to promoting a culture

religion or belief, to feel that they are respected and

of equality across the business and ensuring that our

valued as individuals.

business and its policies and processes don’t discriminate against any individual or group of employees.

We should always work towards ensuring that everyone is treated with dignity and respect and promote a culture

For more information see the Equal opportunities and

that recognises there is value in working in a diverse

diversity policy.

environment.

5. Having diverse teams workforce means we have different

What should I be aware of if I am recruiting?

people with different opinions, which everyone is entitled to have. However there are groups within our society

The right to be treated equally begins as soon as a

who have differing views, and whilst this may be their

prospective colleague reads a job advert or accesses our

Internal, Supporting Colleagues’ Religion and Belief, Version1, Page 3 of 7

online job search. All candidates are screened on their

Always work to ensure that everyone in your team is

relevant experience and the skills they can bring to the

treated with dignity and respect and that the colleagues

role.

respect each other’s beliefs or non-belief recognising there is business value working in a diverse environment.

As part of the recruitment process we ask all candidates

It’s also important not to force anyone to participating in

to complete an equal opportunities monitoring form. This

something they don’t believe in or aren’t comfortable with.

information is kept for monitoring purposes only and is stored separately from your application. This information

If you hear comments or see any behaviour which you

won’t be seen by or shared with the hiring manager.

think is discriminatory or amounts to bullying or harassment you should deal with it in an appropriate

If you are going to view someone’s social media profile as

manner. This type of behaviour will not be tolerated and

part of the screening process you should tell the

is considered to be gross misconduct and if you fail to

candidate first and give them the opportunity to update

deal with it, then disciplinary action may also be taken

their profile in advance. You should also make sure that

against you.

you view all profiles (or everyone that has one) not just a select few to make sure that everyone is treated fairly. By

Banter

viewing someone’s profile you may discover someone’s religion, belief, ethnic or national origin or make an

Banter is often light hearted with no offence intended, but

assumption about it, sometimes unconsciously.

You

what can be funny to some may be offensive to others. If

should remember that someone’s religion or belief is

you feel the banter within your team is inappropriate

confidential to them and should not be discussed or

speak to the individuals concerned and ask them to stop

speculated about with anyone else. Remember not to let

making the comments, and if necessary speak to your

what you see unconsciously influence your decision.

People Manager/Partner for advice about how to deal with the issue. If a complaint has been raised you must

Also remember that most social media sites allow you to

speak to your People Manager/Partner about how to deal

see who has viewed your profile so a potential candidate

with this.

may know that you’ve viewed their profile.

Questions

about a candidates religion, belief, ethnic or national

Any religions or belief reference need to be dealt with,

origin

even if it isn’t intended to be offensive, for example,

should

never

be

interview/assessment process.

asked

during

the

If the information is

making fun of someone for not eating meat.

volunteered, you shouldn’t question this any further, use it to evaluate the candidates or make your final decision. To help protect us against any claims of discrimination notes from all interviews/assessments should be kept for at least 12 months at which point they can be destroyed

7.

Other things that it might be helpful to know.

Alcohol Some colleagues may not drink alcohol because of their religion or belief and you need to be mindful of this. If

confidentially.

you’re organising a work or work related social event always ensure there are non-alcoholic drinks available.

6.

What are my responsibilities as a manager?

Some colleagues because of their beliefs may not feel comfortable going somewhere like a pub or area dominated by alcohol so make sure you consider all

Your responsibility is to ensure that all of our colleagues

options so you don’t exclude anyone.

are treated fairly when it comes to accessing training and development, employment procedures and benefits,

Because of their religion or belief some colleagues may

workplace events and activities and their day to day

not be able to buy alcohol and will not be able to

interactions with colleagues and customers.

contribute to a collection where the proceeds are being

Internal, Supporting Colleagues’ Religion and Belief, Version1, Page 4 of 7

used to purchase alcohol even if it’s for a gift e.g. birthday

if anyone has any special dietary requirements and

present.

ensure these can be accommodated.

If you are buying gifts for other colleagues, for example at

Prayer

Christmas, please make sure the gift is appropriate.

Regular or specific prayer or meditation time can be an

Bereavement

important part of a colleague’s belief and some

Some religions and beliefs have particular periods of

colleagues may ask to take their breaks at certain times

mourning after the death of a close friend or relative or

to enable them to pray. You should consider all these

customs around how soon someone is buried.

requests very carefully and try to accommodate them

Our

normal bereavement policy should be followed, however

where you can.

if an extended period of time off is needed to observe a

you’re unable to accept it for business reasons; if this is

mourning period or to travel overseas to attend a funeral,

the case make sure you fully explain the reason for this to

you should talk to the colleague about how this time will

the colleague and discuss any alternatives.

be taken.

You should only refuse a request if

They may be able to use their holiday

entitlement or take a period of unpaid leave. If you need

In some sites/stores quiet rooms are available to use to

further advice on this please speak to your People

pray or meditate. If you’re unsure whether your site/store

Manager/Partner.

has one please speak to your People Manager/Partner.

Dress code

Preferred product handling

Some people may choose or be required to dress in a

If a colleague refuses to handle certain products for

certain way as part of their religious or other belief and in

religious or other belief reasons, we should listen to the

most cases this can be accommodated.

reasons why and then see if it’s possible to accommodate the colleague’s request(s).

Any decision to refuse the

As the majority of our colleagues are supplied with a

request should fully be explained to the colleague and

uniform we have additional guidance on how this can be

documented, including the fact that as we’re a retailer,

adapted to meet any requirements they may have.

our main purpose is to sell items such as cooked and raw

Please see Appendix A for more information.

meat, alcohol and lottery tickets.

Please

note that this list may not cover all circumstances and if a colleague is requesting to wear/or not to wear certain

If we are able to we should also check to see if there is

items please speak to your People Manager/Partner in

another vacancy in store/site which would accommodate

the first instance.

their request and if we can move the colleague into that role.

Fasting Some colleagues may observe a time of fasting as part of

Physical contact

their religion or belief and this may be on a given day,

Some religions and beliefs have rules around physical

date or for an extended time for example fasting in

contact, especially with the opposite sex. It’s important

daylight hours during Ramadan. If you have a colleague

that you are sensitive to this, and set expectations

who you know is fasting it may be helpful to talk to them

accordingly with your team. If you’re unsure whether to

about how you can best support them, especially if they

initiate physical contact, try to use another gesture rather

are fasting for an extended period of time or need to

than

break their fast at specific times of the day.

concerned.

Food and dietary requirements

Special days and celebrations

Some people may avoid particular types of food or follow

Many religions or beliefs have special days and

a special diet and that can be a very important part of

celebrations for example holy days or festivals like Diwali.

their religion or other beliefs. If you’re organising a work

The dates of some of these like Wesak may change from

related event, or even catering for a meeting, always ask

year to year whilst others will be the same date each year

making

the

situation

uncomfortable

for

all

for example, Christmas. Colleagues may want to take Internal, Supporting Colleagues’ Religion and Belief, Version1, Page 5 of 7

holiday or unpaid leave to attend or celebrate certain

appropriate and whether they are planning to attend.

events and it’s important that we consider all requests for

This way you can make sure your plans suit everyone

time off in a fair and consistent manner. It’s a good idea

concerned and that you’re not excluding anyone.

to remind and encourage colleagues to make any holiday requests as early as possible and that requests for time

Related Reading

off will be considered on a first come first served basis. You should try and accommodate requests where you

Disciplinary Policy

can, however if it’s not possible it’s important to explain

Equal Opportunities and Diversity Policy

why and talk through any other options available – for

Grievance Policy

example swapping a shift with another colleague.

Supporting Disabled Colleagues Supporting Colleagues’ – Age, Race, Sex and Marriage

To help you anticipate any requests for time off due to

and Civil Partnership

religious beliefs take a look at the interfaith calendar

Supporting Trans Colleagues

(http://www.interfaithcalendar.org/) which includes some

Supporting Colleagues’ Sexual Orientation

of the dates which are important to different religions.

Northern Ireland Equality Statement

Work events If you’re arranging a work event, talk to any colleagues concerned about your plans, what type of event might be

Guide information. Version No.

Date of change

Summary of change

1

8th February 2016

Updated document

Guide owner: [email protected] Ownership and confidentiality This document shouldn’t be shared with anyone externally without permission from your Director. This policy and any associated documentation remains the property of Tesco and should be returned if requested.

Appendix A – Dress Code Additional Guidance Religion/Culture Islam

Acceptable Differences Muslim women are required to cover their head and wear loose clothing. The shape of their bodies should not be evident through their clothes. A loose dress could be worn over the top of the uniform blouse/polo top and trousers, this must be navy and provided by the individual. A headscarf (Hijab) may be worn to conceal the hair and neck; this sometimes has a veil that covers the face but the eyes must be visible. A headscarf should be a solid colour (with no pattern), which is co-ordinated with the uniform (the colour is dependent upon the department in which the colleague works), an option of navy, red, black or green to compliment the uniform provided. Some men may wear a prayer hat.

Hinduism

It’s not acceptable for Hindu women to have uncovered legs and women can choose uniform trousers to ensure legs are covered. Internal, Supporting Colleagues’ Religion and Belief, Version1, Page 6 of 7

Hindu women may wear glass bangles when they get married and this is only removed if their husband dies. Some married women wear a coloured spot on their forehead (Bindi) or a red streak in their hair parting, Sikhism

Most traditional Sikh men have long hair, worn under a turban. The turban is supplied by the individual and should be a solid colour (with no pattern), which is co-ordinated with the uniform (the colour is dependent upon the department in which the colleague works), an option of navy, red, black or green to compliment the uniform provided. It should be remembered that other faiths may also wear a form of turban. If they are devout they may also carry other articles such as a comb, steel bracelet and a small sword.

Judaism

Orthodox Jewish men wear a (skullcap) small cap at all times. The cap should be a solid colour (with no pattern), which is co-ordinated with the uniform (the colour is dependent upon the department in which the colleague works), an option of navy, red, black or green to compliment the uniform provided. Orthodox Jewish women may choose to cover their hair with a headscarf or wig.

Buddhism

Buddhists wear clothes of light colours, red, purple and orange. Buddhists do not wear wool, silk or leather clothes because it is forbidden to kill animals. The Tesco uniform is not made of wool, silk or leather and feedback from Buddhist colleagues tell us the colour of our uniform is acceptable.

Rastafarianism

Rastafarian men and women do not cut their hair, they wear it in long locks, known as dreadlocks. The wearing of dreadlocks should be allowed, but they must be tied back off the face as with any hair longer than shoulder length.