UNIVERSITY OF GLASGOW POLICY ON RELIGION OR BELIEF
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University of Glasgow Policy on Religion or Belief
1.
Introductory Statement
1.1 The University of Glasgow celebrates and values the diversity of its staff
and students and aims to create an environment where the cultural, religious
and non-religious or similar philosophical beliefs of all are respected. The
University will strive to create a positive environment through education and
awareness raising of cultures and religion or similar philosophical beliefs and
will actively promote tolerance within its community.
2.
Introduction
2.1 In this context the Employment Equality (Religion or Belief) Regulations
came into force on 2 December 2003 and now mean that it will be unlawful
to discriminate against individuals because of their religion, religious belief
or similar philosophical belief. However the spirit of this policy is to
encourage good practice based on a desire to treat people equitably not
simply in response to legislation. This Policy covers staff and students.
2.2 The Policy forms part of the University’s Equality & Diversity Strategy
which reflects the University’s approach to equal opportunity and diversity
and is complemented by other equal opportunity and employment policies
and procedures which are detailed at
http://www.gla.ac.uk/services/humanresources/index.html
2.3 Information on student policies can be found via the University Senate
Office Publications web page at http://senate.gla.ac.uk/publications.html
3. Aims
3.1 The University population comprises a large population of around
23000 students and approximately 5700 staff. In the student population
around 3500 students come from an international background. The
number of home students from minority ethnic backgrounds is also
significant.
3.2 Our staff group is becoming more diverse with some 3% of staff being
from minority ethnic backgrounds. Clearly this mix of nationalities, cultures
and religions or beliefs requires that we must respond to the increasing
breadth of awareness needed to ensure that potential discrimination and
misunderstanding does not take place. Through the implementation of this
policy the University of Glasgow aims to ensure that:
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Recruitment, admissions and selection are based entirely on
relevant criteria, which do not include religious belief or non-belief
or similar philosophical belief (except in the case of a genuine
occupational requirement*).
Members of any religion or none are treated with equal dignity and
fairness.
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Under-represented groups in the population are encouraged to
apply for work and study to the University.
Where possible, appropriate services are provided to meet the
cultural and religious needs of all staff and students.
4. Definition of Religion or Belief
4.1 How are religion or belief defined?
For the purposes of this policy, ‘religion or belief’ is given an interpretation
consistent with the University’s obligations under human rights legislation, and
to this end includes religious and other similar philosophical convictions
(including atheism and agnosticism) and which relate to any ‘weighty and
substantial aspect of human life and behaviour’. This policy covers individual
thought, conscience or religious belief, and also collective manifestation of
that opinion or belief with others.
4.2 Manifestation of freedom of thought, conscience and religion is not
absolute, and intervention may be justified where this is considered necessary
to protect the rights of others. The University in particular recognises that it
has a positive obligation to promote pluralism and tolerance, and this Policy
cannot be interpreted by any group or person as conferring the right to
engage in any activity or perform any act that results in the destruction of the
rights of others.
4.3 Political belief is not covered within the UK Regulations and this also
applies within the context of this policy.
4.4 The Regulations prohibit direct and indirect discrimination, victimisation
and harassment.
5. Dress Code
5.1 The University of Glasgow imposes no dress code on its employees or
students (except where a job or placement requires a uniform or protective
clothing to be worn), and welcomes the variety of appearance brought by
individual styles and choices. The wearing of items arising from particular
cultural/religious norms (e. g. hijab, kippah, mangal sutra) is seen as part of
this welcome diversity.
ii) The only limitations to the above are that:
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Health and safety requirements may mean that for certain tasks
specific items of clothing such as overalls, protective clothing etc needs
to be worn. If such clothing produces a conflict with an individual's
religious belief, the line manager or the student’s supervisor, with the
aim of finding a satisfactory compromise, will sympathetically consider
the issue. However it should be noted that there might be
circumstances such as in laboratories or on student placement visits
where it may be necessary to impose particular dress codes, for
example Medical students on placement in NHS Trusts.
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Where a uniform is required for the job, ensuring that the version for
women includes the option of wearing trousers. Similarly if a uniform
includes headwear then the wearing of turbans should not be
prohibited unless there is an over-riding Health & Safety need.
Where it is perceived that a particular slogan or symbol is offensive (i.e.
racist or sexist or sectarian) then the wearing of such slogans or
symbols may be considered as a disciplinary offence and will be dealt
with accordingly.
6. Religious Observance
6.1 The University of Glasgow will make reasonable efforts to provide suitable
space/s for prayer and religious observance or quiet contemplation where
practical. Informal arrangements including the provision of additional space
for prayer already exist on an ad hoc basis, for example during Ramadan (the
month of fasting).
6.2 All staff, regardless of religious belief or non-belief, are required to work in
accordance with their contract. There is likely to be some flexibility over how
the hours are worked. Heads of Department/Line managers should make
every attempt to ensure that those whose religion requires them to pray at
certain times during the day are enabled to do so through agreed flexible
working arrangements. In addition, similar effort should be made to
accommodate requests from those who require, for example, an extra hour at
midday on Friday, or not to work beyond sunset on Friday or at the weekends
in ways that conflict with their religious beliefs. Similar requests from students
should also be considered sympathetically.
7. The University Chapel and the Chaplaincy Centre
7.1 The University Chapel is located on the Gilmorehill campus in The Square
and is open to people of all religion or belief and people of none for prayer,
reflection and meditation.
7.2 The Chaplaincy Centre is also located on the Gilmorehill campus at No 11
The Square and provides a room on the ground floor for prayer or quiet
contemplation, which can be used by students and staff.
7.3 The Chaplaincy Centre also provides storage facilities and aids for
worship in support of various faith community societies. Copies of a cultural
and faith diversity guidance booklet, produced by the Scottish Interfaith
Council are available from the Chaplaincy and can help staff understand the
needs of different cultural and religious communities on campus. More details
are available on the Chaplaincy Centre website at
www.gla.ac.uk/services/chaplaincy/index.html
8. Leave for Religious Festivals and Extended Leave
8.1 In the UK, some public holidays coincide with Christian religious festivals
and holiday arrangements include days off at Christmas and Easter. In the
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interests of equality, those practising other religions to Christianity will be able
to book three days of their annual leave entitlement on the dates of most
significance to them. These days should be agreed with the Head of
Department/Line Manager before timetables or assessment dates are drawn
up. Requests for holiday entitlement to be taken at times of religious
significance, the dates of which are uncertain in certain religions (e.g. dictated
by the lunar calendar) will be treated sympathetically. The number of annual
leave days overall will remain as in the contract of employment, for staff of
any religious belief or none.
8.2 If a member of staff requests extended leave at a particular time for
the purpose of, for example, going on pilgrimage, the line manager should
attempt to accommodate the request. If the extended leave exceeds the
annual holiday entitlement, the excess days will be unpaid leave.
8.3 Staff with relatives’ abroad may have particular religious/cultural
needs for occasional extended leave for births, weddings, and deaths. Line
Managers should accede to such requests if reasonable and practical.
Note: The main religious dates for each year are available through
the University's HR website at www.gla.ac.uk/services/humanresources/index.html
The Chaplaincy website also contains details of the main religious festivals
including dates at www.gla.ac.uk/services/chaplaincy/index.html
9. Examinations and Assessments
9.1 Heads of Department and Service Providers must consider the main
religious festivals when drawing up examination and assessment dates.
Additionally student requests such as extensions to submission deadlines to
accommodate religious observance should also be considered
sympathetically provided the requests are made in advance and in good time.
10. Dietary Requirements
10.1 The University of Glasgow undertakes to assess the demand for food
that meets religious dietary requirements in consultation with the relevant
religious groups. It will provide such food in its dining facilities according to
the demand for it.
11. Monitoring
11.1 The University will monitor the effects of this policy and the Equality &
Diversity Strategy Committee will consider whether further monitoring on the
grounds of religion or belief is introduced.
12. Offensive Actions or Behaviour
12.1 Any behaviour or actions taken in breach of this Policy will be treated
seriously by the University and may result in disciplinary action.
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12.2 Any attempt at coercing or threatening others to comply with a particular
belief system, for example through unauthorised distribution of propaganda or
through threats or offensive remarks, may result in disciplinary action
12.3 The University of Glasgow does not tolerate offensive literature or graffiti
on its premises and those found to be responsible are liable to disciplinary
action.
12.4 This Policy aims to ensure equal and fair treatment for everyone, of any
religion or none. It is based on the principle that people have the right to their
own belief system but not to engage in activities or acts which result in the
destruction of the rights of others.
12.5 Examples of unacceptable behaviours will be included within the
University Policy on Harassment at
http://www.gla.ac.uk/services/humanresources/index.html
13. Implementation and Responsibilities
13.1 Heads of Departments/Line managers are responsible for familiarising
themselves with this policy, and for following it in matters such as requests for
leave. They are also responsible for making their staff aware of the Policy.
13.2 Individual staff are also responsible for familiarising themselves with
this policy and for informing appropriate staff of their particular requirements,
and for making up any time lost as a result of religious observance not
covered by holiday or working arrangements.
13.3 Any member of staff who feels his/her Line Manager is not treating
him/her fairly in accordance with this policy should first try to resolve the
matter by discussion. If that fails (or if the Line Manager is the person against
whom the individual wishes to complain) then he/she should take the matter
up with his/her Head of department or unit. If that fails the Grievance
procedure may be used. The Grievance procedure is accessible at
www.gla.ac.uk/services/humanresources/hrissues.htm
13.4 All students, visitors and colleagues with whom staff come into contact
have a responsibility not to discriminate on the grounds of religion or belief. If
staff feel that such discrimination is occurring, and persists after they have
pointed it out to the individual concerned and asked them to stop, the matter
should be reported to their line manager who, acting on behalf of the
University of Glasgow, will investigate the matter.
13.5 Students who perceive they are being discriminated against on the
grounds of religion or belief either by other students or staff or visitors to the
University should raise the complaint within the Student Policy for Racial &
Sexual Harassment.
13.6 Awareness raising training should be considered for staff that will require
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an understanding of different faiths and religions, particularly in student
provision. Heads of Department/Line Managers will be responsible for
ensuring this takes place. The Equality Unit located within the Staff
Development Service can provide guidance on appropriate awareness raising
training.
13.7 The Race Equality Co-ordinating Group (RECG) will have a role in
monitoring this Policy and its operation including the number of complaints
raised. The RECG is empowered to recommend appropriate action directly to
the Equality and Diversity Strategic Committee regarding this Policy.
14. Exemptions/Genuine Occupational Requirements
14.1 The University of Glasgow may apply a genuine occupational
requirement to certain posts within the University. In determining whether a
genuine occupational requirement applies to a particular post the University
will assess whether being of a particular religion or belief is a genuine and
determining occupational requirement and it is proportionate to apply that
requirement in a particular case having regard to the nature of the
employment or the context in which it is carried out. Any such requirement
and the reason for it will be clearly stipulated in associated recruitment
advertising and related literature. Further advice on this can be obtained from
the Human Resources Department.
14.2 The University of Glasgow may require that a person be of a particular
religion or belief for admission to certain defined courses where these courses
concern training which would help fit such a person for employment which, by
virtue of the application of a genuine occupational requirement by an
employer, the employer could lawfully refuse to employ the person in
question. Any such requirement will be clearly stipulated in any information
provided by the University about such courses. Further advice on this can be
obtained from the Student Recruitment and Admissions Service.
15. Review of Policy
This Policy will be subject to periodic review.
16. Further Information
More information can be found under the following:
www.multifaithnet.org
www.interfaith.org.uk
www.interfaithscotland.org {Scottish interfaith council}
ACAS Publication:
Religion or Belief and the Workplace: A Guide for Employers and Employees
The ACAS website provides guidance on commonly practised religions at
www.acas.org.uk
Information on religious holidays for all the major religions can also be found at
www.support4learning.org.uk/shap/index.htm
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