Religion and belief at Glasgow Caledonian University
Glasgow Caledonian University (GCU) is committed to providing a culture and
environment which is inclusive of people from different religious and non-religious
faiths and backgrounds, and responsive to the needs of people with different
requirements.
This guidance aims to provide staff and students with an overview of the University’s
approach to fulfilling this commitment.
‘Religion or belief’: definitions and status under the law
1.
The Equality Act 2010 protects people from discrimination because of religion or
religious or philosophical belief. Under the Act, religion or belief is defined as:

Any religious belief, as long as the religion has a clear structure or belief
system. Denominations or sects within a religion can be considered a
protected religion, for example, Protestants and Catholics within Christianity.

A philosophical belief. A philosophical belief must:
o be genuinely held
o be a belief and not an opinion or viewpoint, based on the present state
of information available
o be a belief as to a weighty and substantial aspect of human life and
behaviour
o attain a certain level of cogency, seriousness, cohesion and
importance
o be worthy of respect in a democratic society, compatible with human
dignity and not conflict with the fundamental rights of others.
o Humanism, pacifism and atheism could be examples of philosophical
Beliefs
People are also protected from being discriminated against because:

Of a lack of religion or belief – they cannot be treated less favourably because
they do not have a particular religion or have no religion or belief at all.

They share the same religious or philosophical belief as the discriminator – for
example, discrimination on grounds of being Sunni or Shia within Islam, or
discrimination on grounds of being Protestant or Catholic within Christianity.
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The Human Rights Act 1998 states that:

Everyone has the right to freedom of thought, conscience and religion; this
right includes freedom to change his religion or belief and freedom, either
alone or in community with others and in public or private, to manifest his
religion or belief, in worship, teaching practice and observance.

Freedom to manifest one’s religion or beliefs shall be subject only to such
limitations as are prescribed by law and are necessary in a democratic society
in the interests of public safety, for the protection of public order, health or
morals, or for the protection of the rights and freedoms of others.
2.
Religion and belief at GCU
GCU commitment

We welcome all students and staff of any faith or none. The Belief, Culture,
Faith & Values webpages provide more information on how we strive to
achieve this, including our Faith and Belief Centre and our Chaplaincy.

Although the Equality Act 2010 does not require GCU to provide time and
facilities for religious or belief observance, we are committed to ensuring that
our policies and procedures are inclusive and do not indirectly discriminate
against staff with particular religion or beliefs.

GCU recognises that individuals who hold a particular religion or belief may
differ considerably in their level of observance and custom, and that some
festivals which may be of great importance to particular individuals may be
less important for others. Furthermore, we are aware of our duty to not
disadvantage staff who do not hold any religion or belief, or who hold a
different religion or belief to other staff.

As well as support for individuals, the University is aware that should take into
account significant religious dates when arranging assessment and
examinations, as well as meetings and events. Furthermore, the University
recognises that its support should be considered in the context that some
religious or belief festivals are aligned with lunar phases and dates can
change each year, and dates for some festivals do not become clear until
quite close to the actual day.
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3.
Religion and belief in the staff experience
Staff role and responsibilities
All staff, regardless of their religion and belief, are required to work according to the
terms and conditions contained within their contract and University policies.
Religious observance in the workplace
The University has a legal obligation to consider the religion and belief related needs
of staff. GCU will strive to accommodate these needs as far as is reasonably
practical. This includes consideration of time and provision of space for religious
observance. Staff should discuss their individual circumstances and requirements
with their manager to establish mutually suitable arrangements. For example,
managers will discuss and consider the needs of staff who require to pray at certain
times of the day.
Religion or belief related leave
GCU will strive to support staff who require leave to participate in religious festivals
or ceremonies. A member of staff is entitled to request annual leave and managers
should try to accommodate these requests by considering if they are reasonable and
practical, and also taking into account the needs of University business. The
University recognises that discussion and flexibility between staff and managers will
usually result in a mutually acceptable compromise.
Staff should give as much notice as possible when requesting leave and also
consider that there may be other staff who would like leave at the same time. Where
numerous requests are made for the same period, and this may have an impact on
the work of the University, the manager is ultimately responsible for authorising
annual leave. However, the manager and staff involved should informally discuss the
situation and seek to balance the needs of the business and those of staff.
University closure
There may be times during the year where the University closes for specific periods
(e.g. public holidays) as well as business reasons. The days that the University is
closed are communicated in advance as part of the University’s calendar, and are
applicable to all staff as noted in the contract of employment.
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4.
Religion and belief in the student experience
Student role and responsibilities
GCU expects all students to fulfil their responsibility to attend lectures, tutorials and
placements, as well as complete assignments and participate in group work,
examinations, and other activities related to their academic life.
However, we understand that there are circumstances where students need to fulfil
religious obligations, and that this may affect attendance at lectures, tutorials or
ability to meet submission deadlines. Students are therefore entitled to request
adjustments to their attendance or extensions to submission deadlines as early as
possible within a reasonable timescale, but must note that requests will be
considered but are not guaranteed to be agreed.
Requests regarding flexibility in examination dates should be also be made as early
as possible (e.g. at the start of trimester) – requests will be considered but are not
guaranteed to be agreed.
5.
Dress and modesty
Dress
GCU does not operate a dress code for staff and students, except for uniformed staff
(such as central stores, security and Cordia staff), and staff and students required to
wear protective clothing, for example in laboratories and workshops. Students on
placement visits may be required to conform with specific dress codes, e.g. students
on placement in medical or clinical areas.
Staff and students are able to wear religious and cultural dress except where the
health, safety and welfare of the person or others is compromised by the wearing of
such dress.
Students wearing face-coverings (e.g. burqa, niqab) may be required to remove
these for identifying candidates before an examination. We will strive to ensure that
such this process is carried out in a sensitive manner, and conducted in a private
space in the presence of a female staff member where possible.
Modesty
GCU recognises that some religions or beliefs require individuals to behave with
modesty. Different religious groups and individuals interpret this requirement in
different ways but some we will strive to sure that particular activities or actions take
into account religious considerations, including:

shaking hands with a member of the opposite sex
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6.
being alone in a room with a member of the opposite sex
undergoing a security search, even if it is conducted by a member of the
same sex
showering or change clothing in the company of others
having their photograph taken
Dietary needs
GCU recognises that some religions or beliefs have specific dietary requirements
and we are committed to meeting these diverse needs.
This is achieved through our caterers, Cordia, ensuring that they consult with key
representatives, including the Students Association and as a result a range of
products and services have been developed, including the African Nations Counter
in the main student refectory and “The Global Café” which aims to celebrate multicultural food from around the globe.
Furthermore, Cordia have introduced a Halal specific dedicated food counter within
the refectory, and also introduced throughout campus Halal chicken products in all
sandwiches, salads and main courses.
7.
Further information on religion and belief
http://www.interfaithscotland.org/faiths/
http://socrel.org.uk/faith-guides/
http://www.ecu.ac.uk/publications/religious-obs-facilities/
http://www.ecu.ac.uk/publications/religious-obs-timetabling/
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