Belief in a Career
Skills Funding Agency/NIACE Equality and
Diversity Innovation Fund (2013/14)
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Diversity Innovation Fund 2013/14.
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Domestics
Aim:
• To improve confidence and develop
strategies when supporting customers
with issues related to religion, belief
and non-belief in NCS advice sessions
Objectives:
By the end of the session you will be able to:
• Provide an inclusive interview environment that
demonstrates a commitment to supporting customers
with religious or non-religious beliefs
• Embed practical support for customers with religious
or non-religious beliefs so that they can make
informed career decisions
• Improve customers’ awareness of how to deal with
discrimination and increase knowledge of support
and career pathways for those with religious or nonreligious beliefs
Icebreaker
‘Belief in a Career’ project – what is it?
• Skills Funding Agency/NIACE Equality and
Diversity Innovation Fund (2013/14)
• Equality and Diversity Champions
• Training Programme
• ‘Belief in a Career’ Guide
‘Belief in a Career’ project – why is it
important?
Over 14 faiths are practised in London. The
second largest religion outside Christianity in
London is Islam (8.5% of the population). The
third largest group are Hindus making up 4.1% of
the population.
Business in the Community Regional Factsheet
http://raceforopportunity.bitc.org.uk/sites/default/files/kcfinder/files/RaceforO
pportunity/London%20REGIONAL_FACTSHEET_LONDON%5B1%5D.pdf
The Equality Act 2010
The Act protects individuals from discrimination based on:
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Disability
Sex (gender)
Gender reassignment
Pregnancy and maternity
Race
Religion or belief
Sexual orientation (whether being lesbian, gay, bisexual or
heterosexual)
• Age (since October 2012)
• Being married or in a civil partnership
The list above covers aspects of individuals which are known as
“protected characteristics”.
• Religion?
• Belief?
• Non-Belief?
The Equality Act 2010 and religion, belief
and non-belief
• It is unlawful to discriminate against
individuals because of their religion or belief
or lack of religion or belief
• How is discrimination defined in The Equality
Act 2010?
The Equality Act 2010 and religion, belief
and non-belief
• Direct discrimination
Treating people less favourably than others on
grounds of religion or belief (actual, perceived
or due to association)
• Indirect discrimination
Applying a provision, criterion or practice which
disadvantages people of a religion or belief and
which is not justified as a proportionate means
of achieving a legitimate aim
The Equality Act 2010 and religion, belief
and non-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 a worker who has made or
supported a complaint about discrimination
because of religion or belief
Steps to challenging discrimination
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Talk to someone
Collect evidence
Raise a grievance
Make a claim to an employment tribunal
www.adviceguide.org.uk
www.acas.org.uk
Acas Helpline: 08457 47 47 47
Discussion Point
• Why is it good business sense for employers,
training providers and the National Careers
Service to be sensitive to the religious and
belief needs of employees, learners and
customers?
The CIAG Interview Environment
How can employers support customers with their
religious and belief needs?
1. Recruitment
2. Harassment and workplace behaviours
3. Time off for religious observance
4. Dietary requirements
5. Prayer
6. Modesty
7. Fasting
8. Dress
9. Monitoring religion and belief
10. Religion or belief and other protected characteristics
How can we help customers to
communicate their religious and belief
needs to employers/training providers?
Faith and career decision making
Study on the impact of faith on career decision
making (Hambly, L. 2009):
• Using a scale of 1 to 10, 71% scored the
importance of faith as 5 or higher
• 18% regarded their career decisions as being
‘totally’ affected by their faith
-http://www.canterbury.ac.uk/education/career-and-personaldevelopment/docs/Hambly-OccPaper2011Vocation.pdf
Practices used in career decision
making (Hambly, L. 2009)
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Talking to people – 84%
Prayer – 62%
Being open to unexpected opportunities – 60%
Researching opportunities – 58%
Listening to inner voices and feelings – 47%
Noticing patterns or coincidences – 13%
Practices used in career decision
making (Hambly, L. 2009)
Being open to the unknown:
Christianity – the Prayer of Discernment
Buddhism - Prajna
Hinduism – Nishkama
Islam – Istikhara, the Islamic Prayer of Guidance
Discussion Point:
What impact could this research have on our
practice and work with customers?
Reflection and Questions
Thank you
Michaela Moher
PPTC Trainer/Assessor
michaela.moher@prospects.co.uk