POLICY ON RELIGION AND BELIEF
REVISED JULY 2013
Anyone who for any reason finds this policy difficult to read or to follow should contact
their Head of Department or School who will provide help with or alternative formats of
the policy.
This policy compliments the University’s Equality and Diversity Policy and supports the
University’s strategic goals of creating an empowered University, exceptional student
experience and going beyond. It outlines ways in which the University demonstrates
respect for religion or belief.
“The University is a ‘people place’, and hence must ensure that it is sustainable in
people terms, relating primarily to students and staff, but also to alumni, partners and
friends. The key to being an empowered University is empowered people and a valuedriven organisational culture - creating an intellectually stimulating, culturally vibrant and
diverse, pleasant, healthy, safe and supportive environment in which staff and students
can flourish. The University therefore remains committed to an environment where
diversity is celebrated and equality of opportunity is seen as central to the life and work
of the institution. We will continue to embed, develop and mainstream equality issues,
and will also continue the provision of training for all our employees that challenges
stereotypes and discriminatory behaviours”. (UoH Strategic Plan 2011- 2015).
1. Statement of Intent
The University of Hull is a secular, non-political institution which celebrates and values
the diversity of its community and aims to create an environment which respects the
right of staff, students and visitors to hold cultural, religious, non-religious and
philosophical beliefs (see definition of terms).
Through the implementation of the relevant policies and procedures the University
seeks to ensure that:
(a) the University’s policies on staff and students are based on relevant
criteria, which do not discriminate on grounds of religion, religious belief
or similar philosophical belief (except in the case of a genuine
occupational requirement).
(b) members of any religion, non-religious or philosophical beliefs are treated with
equal dignity and fairness.
(c) under-represented groups in HE are encouraged to join the University
community.
(d) where possible, allowances will be made to meet the religious needs of all staff
and students.
The right to freedom of thought, conscience and religion or belief is absolute, but the
right to manifest religion or belief is qualified by the need to protect the rights and
freedoms of others.
2. Dress Code
The University welcomes the variety of appearance that people from differing cultural
and religious backgrounds can bring and this includes the wearing of items arising from
particular cultural or religious norms.
However, there may be health safety and regulatory considerations that would restrict
certain modes of dress in particular contexts or that would necessitate specific items of
clothing being worn for certain tasks. In such cases, any conflict with an individual’s
religious belief will be sympathetically considered - by the line manager in the case of
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staff or appropriate member of staff in the case of students - with the aim of finding an
appropriate solution.
In instances where the identity of an individual needs to be ascertained (for example
during exams) this will be undertaken in a sensitive manner. For example a female
member of staff would ascertain the identity of a female student.
Wearing or displaying slogans or symbols, including t-shirts, stickers on cars or badges
which are directly or indirectly discriminatory, is a breach of this policy and appropriate
disciplinary action can be taken.
3. Religious Observance
The University will make reasonable efforts to provide a suitable space for meditation
and prayer if practical. Some prayer facilities are provided on the Hull Campus and a
quiet room is provided on the Scarborough Campus. In some cases individuals’
requirements will be met by facilities in the neighbourhood. The University will provide
information about these on its website.
http://www2.hull.ac.uk/student/supportservices/faithandreligion/chaplains.aspx
All staff, regardless of religion or belief, are required to work in accordance with their
contracts. There may be some flexibility over how the hours are worked. Line managers
should take into account their religious needs, including the need to pray at certain
times during the day.
When scheduling any activity designed to interact with students, (current, prospective or
past) due consideration should be given to the impact that the scheduled date or time
will have upon cultural and religious beliefs.
Students who wish to participate in a significant cultural or religious event will be
required to address this in writing prior to the event to their Head of Department or Head
of School for consideration where this appears to clash with programme requirements.
Whilst reasonable efforts will be made to support these wishes it will remain the
responsibility of the student to complete assigned course work.
Staff should take into account significant religious days or festivals when taking
decisions for institution-wide activities. These dates will in future be included in the
University Almanac.
4. Leave for Religious Festivals
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Staff wishing to observe religious holidays which do not coincide with public holidays in
England should use their normal annual leave entitlement or take unpaid leave.
Students wishing to observe religious holidays that do not coincide with the public
holidays in England should address this request to their Head of Department or Head of
School. Whilst reasonable efforts will be made to support these wishes it will remain the
responsibility of the student to complete assigned academic activities.
All requests should be made within a reasonable timeframe so as to ensure that
reasonable accommodation can be provided where possible.
5. Extended leave
If a member of staff requests extended leave at a particular time for the purpose of
religious or cultural observance, the line manager should attempt to accommodate the
request where practicable. If the extended leave exceeds the annual leave entitlement,
the excess days will be unpaid and will only be granted at the discretion of line
managers in consultation with the area Human Resource Adviser.
Students should not be disadvantaged on the grounds of religion or belief in the
decision-making process for applications for intercalation or a manageable absence
from study. Where possible a reasonable accommodation should be sought from the
Head of Department or Head of School.
All requests should be made within a reasonable timeframe so as to ensure that
reasonable accommodation can be provided where possible.
6. Food Requirements
The University will endeavour to provide food that meets religious dietary requirements.
7. Offensive literature or graffiti
The University undertakes to remove any offensive literature or graffiti found on its
premises and to take action against those found responsible.
8. Discriminatory Actions
Four types of discrimination are unlawful under the Equality Act 2010 (Religion and
Belief provisions):
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



Direct discrimination:- to treat somebody less favourably than others because of
their actual or perceived religion or belief.
Indirect discrimination:- to apply a provision, criterion or practice which
disadvantages an individual because of their religion or belief without a good
reason.
Harassment:- To subject someone to harassment on the grounds of their religion
or belief. Harassment is defined as any unwanted conduct that violates a
person’s dignity or creates an intimidating, hostile, degrading, humiliating or
offensive environment for them.
Victimisation:- To victimise someone because they have made a complaint or
allegation or have given evidence against someone else in relation to a complaint
of discrimination on the grounds of religion and belief.
Both the University and individuals can be held liable if a person undertakes legal
proceedings on these grounds. This could result in both the University and an individual
being ordered to pay compensation.
Within the framework of the University’s policies and procedures the University expects
every individual in its community to treat others fairly and with respect and will take
action against individuals who breach this policy. Any discriminatory behaviour,
including bullying or harassment, will be regarded as serious and could be grounds for
disciplinary action, which may culminate in dismissal or expulsion. The University
encourages informal resolution of complaints including mediation, if this is possible.
9. Implementation and Responsibilities
Heads of Departments, Heads of Schools and Heads of Services are responsible for
ensuring that this policy is implemented in their respective areas.
All staff and students are responsible for familiarising themselves with this policy, for
informing appropriate colleagues of their particular requirements, and for making up any
time lost as a result of religious/cultural observance.
All staff and students should be aware of what constitutes unfair behaviour and must not
incite or collude with unfair or unlawful discrimination. The individual has a responsibility
to raise such issues appropriately whilst respecting the wishes of the person concerned
and their rights to confidentiality. Support for students is available from the Student
Advice Centre, Student Services, personal supervisors, the Equality and Diversity
Advisor and Dignity and Respect on Campus Advisors. Support for staff is available
from the local area HR Advisor, Equality and Diversity Advisor and Dignity and Respect
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on Campus Advisors. In addition, any member of the University community (either staff
or student) found to be responsible for inciting, perpetrating or colluding with
discrimination or harassment may face disciplinary action.
10. Communication
All students, staff and other stakeholders should familiarise themselves with this policy
which will be publicised through the Equality and Diversity Website, e-bulletin, Trade
Unions, Staff Networks, DAROC Scheme, Equality and Diversity Champions, UOH
Student Union Sabbaticals, Equality and Diversity Committee and its sub groups.
11. Complaints
Staff who feel this policy has been breached or who have any concerns about the
implementation of this policy may raise this in the first instance with their Line Manager,
Head of Department or Head of School and/or with their area HR Adviser. If staff feel
that they have been harassed on the grounds of religion of belief they may follow the
guidance detailed in the harassment and bullying policy, which gives options for both
formal and informal action. If staff feel they have been discriminated against they may
use the University’s grievance procedures.
In accordance with the complaints procedure outlined in the student handbook, a
student who feels this policy has been breached or who has any concerns about its
implementation may raise this in the first instance with their Head of Department, Head
of School, or Dean/Director if the concern relates to the Head of Department or Head of
School
If a student does not consider the initial response to be acceptable, he or she should be
guided by the options within the complaints procedure in the student handbook, which is
underpinned by Regulations Governing the Investigating and Determination of
Complaints. If the student is not satisfied with the outcome of the formal complaint then
they can challenge the decision with the Complaints Investigation Officer.
12. Support
Dignity and Respect on Campus Scheme (DAROC)
The University has set up a Dignity and Respect on Campus Scheme to provide
independent informal support and advice to staff and students who may experience
bullying, harassment or discrimination. Where appropriate, Advisors will signpost
individuals to appropriate areas.
http://www2.hull.ac.uk/student/equalityanddiversity/dignityandrespectadvisors.aspx
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Chaplaincies
The University has Chaplaincies representing the following faiths: Anglican; Baptist;
Buddhist; Chinese Christian Fellowship; Islamic; Jewish (Reform); Methodist; Orthodox
Christian; Roman Catholic; Society of friends (Quaker) and United Reformed Church.
Chaplaincies can be contacted by going to
http://www2.hull.ac.uk/student/supportservices/faithandreligion/chaplains.aspx
Student Religious and Cultural Groups
The Student Union has various faith and cultural groups that can give support to students.
Faith groups include the Catholic Society, Christian Union, Hindu Society, Islamic Society
and the Jewish Society. For more information email huu-societies@hull.ac.uk . For
information about the many cultural groups go to
http://www2.hull.ac.uk/student/equalityanddiversity/universityofhullstaffands.aspx
13. Training
Training on this policy will be provided as part of the ongoing staff development on
diversity issues.
14. Policy Monitoring and Review
The University’s Equality and Diversity Committee will monitor, evaluate and review this
policy.
15. Further Information
Further guidance is available through the ACAS website at;
http://www.acas.org.uk/media/pdf/f/l/religion_1.pdf
or from the Equality Challenge Unit
http://www.ecu.ac.uk/publications/?browse=subject&filter=religion-and-belief
or by contacting the Equality and Diversity Adviser, Anne Mwangi on 466333 or Head of
HR Operations, Alison Paterson on 466858.
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Definition of Terms
The Equality Act 2010 outlines the definition of “religion” and “belief” for the purposes of
discrimination by employers and service providers.
(a)
(b)
(c)
(d)
‘religion’ means any religion,
‘belief’ means any religious or philosophical belief,
a reference to religion includes a reference to lack of religion, and
a reference to belief includes a reference to lack of belief.
Genuine Occupational Requirement:
In very limited circumstances an employer can claim that a certain characteristic is
necessary for a role. For example, the role of chaplain may require an individual to be of
a particular faith.
AM/RP, 21/02/07
AM, Revised 04/08/07
AM, Revised July 2013 /v6
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