CIPD viewpoint
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Explore the CIPD’s point of view on religion and belief, including actions for Government and recommendations for employers
To be a genuinely inclusive employer, organisations need to understand - and be sensitive to - employees’ religious and philosophical beliefs (or the absence thereof).
While religion and belief discrimination is illegal in the UK as a protected characteristic under the Equality Act 2010, recent research shows that 3% of workers still say they are discriminated against because of their religion or beliefs, and a similar proportion report having witnessed colleagues being discriminated against on this basis.
The evidence also revealed a significant mismatch between HR and employee perceptions about provisions their organisation makes to cater for religious inclusion. For example, while 91% of HR managers say their organisation promotes understanding of diversity and inclusion with regards to religion and belief to some or a great extent, only a quarter of workers agree this is the case.
The CIPD believe that a person’s religious or philosophical beliefs should not affect whether they get a job, benefit from training or get promoted. Everyone deserves the opportunity to develop their skills and talents to their full potential, work in a safe and inclusive environment, be fairly rewarded for their work, and have a voice in their organisation.
It’s in the best interests of any organisation to understand and be sensitive to employees’ religious or philosophical beliefs (or the absence of such beliefs). It’s important that all employees are aware of the need to respect each other’s religions and beliefs to prevent conflict and any form of harassment and discrimination.
Being a genuinely inclusive employer will benefit an organisation’s brand and their ability to recruit the best suited people. In addition to the cost to individuals facing prejudice or bias and missing out on job opportunities, employers who take no action to promote diversity and inclusion will quickly become less attractive in the labour market, losing out to competitors.
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
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