Factsheets on Protected Characteristics
Religion and Belief
Understand your
responsibilities,
towards your staff
 Familiarise yourself
with the Equality
Act 2010, the
University of
Warwick’s Equality
and Diversity Policy
and Dignity at
Warwick Policy
 Understand that all
staff have different
backgrounds and
cultures
 Ensure staff are able
to perform to the
best of their abilities
 Confidentiality
Is your workplace and
working ethics
inclusive to all?
 Equality and Diversity
Training
 Ensure any reasonable
adjustments are
considered
 Inform colleagues
about the Chaplaincy
facilities available on
campus
 Display E&D posters
on departmental
notice boards
 Be aware of additional
support available
Accustom
yourself with
available
resources and
obtain further
support, advice
and guidance
 Chaplaincy
 Equality &
Diversity Team
 E&D Webpages
 HR Advisor
Equality Act 2010
It is unlawful to discriminate against
someone on the grounds of their
religion & belief. The Equality Act
2010 aims to protect people and prevent
discrimination.
Dignity at Warwick
Familiarise yourself with the Dignity at
Warwick Policy – If a member of staff feels
they are being bullied or harassed they can
speak to a Dignity Contact in confidence.
Chaplaincy
The Chaplaincy is home to the Christian (Catholic,
Anglican, Free Church), Jewish and Muslim
Chaplains, who are always pleased to meet students
and staff socially and pastorally
http://www2.warwick.ac.uk/services/chaplaincy/
http://www2.warwick.ac.uk/services/equalo
ps/dignityatwarwick/
Equality & Diversity Team
For more information please contact:
Sandra Beaufoy, HR – Equality & Diversity, Ext: 74479 –
S.Beaufoy@warwick.ac.uk
Claire Algar, Equality & Diversity Coordinator, Ext: 22356 –
C.Algar@warwick.ac.uk
E&D Training
Find out about the E&D training sessions;
these cover all Protected Characteristics.
Also complete the online E-Learning
modules. Encourage all your staff to
complete the online modules as a
minimum.
http://www2.warwick.ac.uk/services/equ
alops/training
Definition of Religion & Belief
Religion and Belief is protected under the Equality
Act 2010:
Those who have a religion and those who have no
religious belief
It is unlawful to discriminate against workers because
of their religion or belief or lack of religion or belief.
There is no specific list that sets out what religion or
belief discrimination is. The law defines it as any
religion, religious or philosophical belief.
Faith Customs
To view a summary of particular needs for staff and
students according to tradition:
http://www2.warwick.ac.uk/services/chaplaincy/about/fai
th
Inclusivity
Ensure you departments has an inclusive approach to
all staff and students
Religion and Belief
Religion or belief is defined as being any religion,
religious belief or similar philosophical belief.
This does not include any philosophical or
political belief unless it is similar to religious belief
 Dignity at Warwick Policy - It’s important that managers are able to direct staff members to organisational policies
when dealing with cases of bullying and harassment, including the various reporting routes available to them.
 Manager’s Responsibility - All managers need to be clear in their role on how to support staff to ensure there is no
discrimination against workers because of their religion or belief or lack of religion or belief. If in doubt, contact your
HR Adviser.
 Cultural and Religious needs: Many employers find that being sensitive to the cultural and religious needs of their
employees makes good business sense.
 Office Banter: Comments and jokes and the use of inappropriate language which may simply have been intended as
‘banter’ can be offensive to other people, even when the banter is not directly aimed at them.
 Fasting: Some religions require extended periods of fasting. You may wish to consider how you can support staff
through such a period.
 Modesty: Some religions or beliefs require individuals to behave with modesty. Be aware that some activities may be
seen as immodest, this may include:
• shaking hands with the opposite sex
• being in a room alone with the opposite sex
• having their photograph taken
• dressing in a particular way
 ACAS Guide: A guide produced by ACAS on Religion and Belief in the workplace:
http://www.acas.org.uk/media/pdf/d/n/Religion-or-Belief-and-the_workplace-guide.pdf
 Discrimination covers four areas:
• direct discrimination: treating someone less favourably because of their actual or perceived religion and
belief, or because of the religion or belief of someone with whom they associate
•
indirect discrimination: can occur where there is a policy, practice or procedure which applies to all workers,
but particularly disadvantages workers who hold a particular religion or belief
•
harassment: when unwanted conduct related to religion or belief has the purpose or effect of violating an
individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for
that individual
•
victimisation: unfair treatment of an worker who has made or supported a complaint about discrimination
because of religion or belief
•
Employee Network Group – Show your support to the staff network groups by displaying posters, ensure new
and existing staff are aware of this resource. Network groups can provide a safe channel for managers to seek
advice and support, or alternatively speak with your HR Adviser.

Training – Encourage all members of staff to complete the online E-Learning modules Diversity in the Workplace, reports can be obtained from the E&D team to monitor who in your
department has completed the modules. Ensure all members of staff who are likely to sit on
interview panels have completed the Recruitment and Selection module.

Inclusive Behaviour – To maintain the momentum around equality initiatives, include Equality
and Diversity as a standing item on staff or team meeting agendas.

University Events – Encourage team members to attend diversity events held on campus and
attend any relevant training. Help to promote these events amongst your team, by
communicating by word of mouth, email, prominently displaying posters and displays on
digital screens.