UNIVERSITY OF GLASGOW POLICY ON RELIGION OR BELIEF 1 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: 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. 2 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: 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. 3 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 4 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. 5 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 6 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 7