Religious discrimination at work should be addressed immediately, especially in a city that is as large and diverse as London, filled with employees from different faiths and beliefs, all contributing to a multicultural and rich place of work. Unfortunately, we live in a world where this diversity can lead to discrimination because of someone’s religious beliefs. 

Religious discrimination can take various forms, ranging from harassment, bullying and even disadvantage certain faith groups. As an employee, and employer, taking the time to understand the legal protections that are in place and the challenges that are faced daily by employees is critical for you to create and for employees to be part of a fair and inclusive work environment.

Damian McCarthy, an employment law specialist, has more than two decades of experience and has the highest levels of knowledge and expertise on discrimination and Employment Law. Below we analyse the legal protections against religious discrimination in London and the challenges many employees’ experiences. The impact of such religious discrimination can have such a profound impact, affecting both individuals’ wellbeing and their career prospects.

In this post, we explore different types of discrimination and provide solutions that employees can adopt to protect themselves and promote an inclusive, fair and trustworthy working environment. We also discuss the legal framework that surrounds religious discrimination in the UK law and how employees can seek justice if they face such unfair treatment. 

Challenges Faced by Employees

Discrimination of any kind affects the mental wellbeing and career progression of those impacted so it is critical that employers are aware of the daily challenges that we face as individuals. Below, we address the potential daily challenges that people are faced with within the workplace and the impact it has on the individual and their work. 

• Unfair Treatment

Through our experience of working on many legal cases where we have witnessed religious discrimination taking place, employees are treated unfairly. This can be in the form of exclusion from and actively not being made aware of meetings and social or work related activities.  Employees can also face harassment from work colleagues and or management, as a result of their religious beliefs, creating an unfair, unwelcome, unsupported and uncomfortable work environment. This unfair environment makes it harder for individuals to thrive individually, both professionally and personally, impacting their work, wellbeing and even career development. 

• Designated Areas for Religious Practices

For many religions it is essential for there to be a designated accessible area within their workplace, such as a prayer room, to practise their beliefs during the working day. It is apparent through the cases that we have worked on that this is not always the case. Employees are experiencing either no designated space at all or an unsuitable space causing discomfort, isolation, frustration and anxiety, making it difficult to balance their religious commitments with their professional work. 

The lack of a designated area for religious practices in the workplace can have a significant impact on individuals. To build an inclusive environment and avoid discrimination based on religious beliefs, employers should provide dedicated spaces for religious observance. This demonstrates respect and support for all employees’ religious needs, helping them feel valued and comfortable in the workplace. Offering such accommodations can promote a sense of belonging and inclusivity, which is essential for a diverse workforce.

• Fear of Retaliation or Dismissal

Many employees fear reporting any religious discrimination within the workplace as they are concerned about retaliation or even dismissal. As a result, the discrimination is left unchallenged and unresolved. When discrimination is not addressed, this can lead to a working environment that is fuelled with negativity, anxiety, lack of support and an unwelcoming atmosphere. It is the role of the employer to create a culture of communication, trust and respect and having the right anti discrimination policies in place, so employees feel protected and confident in raising concerns without fear of negative repercussions.

Types of Discrimination

Discrimination in the workplace, and in particular religious discrimination can appear in many forms, from obvious harassment and obvious actions to more subtle, unconscious bias.

• Language

Derogatory comments, jokes or remarks are all forms of religious discrimination. What can seem like a harmless comment or remark that is based on an individual’s religious beliefs is unacceptable and can create a hostile, uncomfortable work environment. This type of discrimination not only affects the emotional wellbeing of those exposed to it, but it can lead to further discrimination including exclusion from activities, career development opportunities and a sense of isolation. Employees, and employers must make sure there is only respectful communication and language used in the workplace to prevent religious discrimination and to create and ensure an inclusive environment for all. 

• Exclusion

Exclusion is when someone is deliberately left out. Putting this into context within the workplace, this can include exclusion from meetings, social events, workplace activities, decision making, or career development opportunities. These actions can easily create an isolating environment, making the affected individual feel lonely and undervalued. Over time, this can negatively impact their morale and productivity, leading to disengagement and even higher staff turnover.

• Unconscious Bias

Unfortunately, we live and work in a world where individuals often form stereotypes or assumptions based on religious beliefs. These can often lead to unfair treatment and discrimination in the workplace. This is known as unconscious bias and it can affect all areas of an individual’s work. Like other types of discrimination, unconscious bias can manifest in day to day working and general communication, career development opportunities in the form of promotions and decision making, often resulting in individuals being made to feel excluded or receiving unequal treatment. 

Preventative Solutions

As an employer, there are proactive steps that you can take to ensure inclusivity for all. This includes implementing clear policies, offering diversity training, and regularly reviewing practices to make sure everyone feels valued and supported in the workplace.

• Strong Leadership

Effective leadership and leading by example play critical roles in creating an inclusive workplace. Leaders who actively support and champion inclusivity and practices to implement it, create a positive environment that encourages the entire organisation to do the same. This will create a culture where all employees feel respected, valued, and empowered and a working environment that encourages collaboration and respect. 

• Employee Resource Groups (ERGs)

ERGs are a safe platform for employees to share their thoughts, feelings and experiences.  From an employee’s perspective, these groups provide support, create a sense of belonging, and allow individuals to voice concerns they may have about religious discrimination. From an employer’s point of view, ERGs encourage communication and open dialogue and help identify areas where improvements need to be made and discrimination can be addressed effectively.

• Training 

Training equips individuals with the knowledge of religious beliefs and practices and the skills to communicate sensitivity and effectively with others, show respect and understanding and to address discrimination if experienced. By building an environment where employees feel comfortable discussing their needs, training helps build a more inclusive workplace that promotes empathy and collaboration.

• The Legal Framework and Protections

The Equality Act 2010 is a crucial piece of legislation in the UK. It is designed to protect individuals from discrimination and unfair treatment. The aim of the Act is to make sure that everyone feels supported, protected and heard, regardless of their religious beliefs and that everyone is treated fairly and with respect.

Have you Experienced Religious Discrimination?

If you are at work and have experienced or witnessed religious discrimination, we strongly recommend you contact an employment law specialist. Damian McCarthy is an expert in discrimination and can provide you with essential legal advice and guide you through the law and your rights, and help you navigate the situation you have found yourself in. 
With over two decades of experience of employment law and a thorough understanding of discrimination, Damian has the expertise to address your concerns, protect your rights and secure the best possible outcome. To learn more about how we can help you, please complete the online contact form and we will get back to you.