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Document No 59

2003          Page last updated: 12 August, 2005

Plymouth Hospitals NHS Trust

Respecting Religion and Work

INTROUDCTION

Plymouth Hospitals NHS Trust is committed to creating an environment in which the spiritual and religious needs of the staff are acknowledged and positively affirmed.

The Trust also expects its managers to act in a positive and sensitive manner when the issue of a staff member's spiritual and religious needs is raised.

Under the Human Rights Act 1998, Article 9, the Trust is required to ensure that a person is able to practise freely their own religion or belief.

AIM OF THIS DOCUMENT

The document aims to:

•  Make individuals aware of “respecting religion at work” through appropriate publicity and training.

•  Enable any employee of the Trust to follow their religion in the workplace, where this is reasonable, and does not compromise patient care or the essential operation of the Trust's work.

WHAT IS RELIGION?

Religion can be defined as:

“… a system of faith and worship which expresses an underlying spirituality. This faith is frequently interpreted in terms of particular rules, regulations, customs and practices as well as the belief content of the named religion. There is clear acknowledgement of a power other than self, usually described as ‘God'”.

Religion can take many forms and in this document it is taken to mean mainstream organised world religions.

Forms of Religion

There are many forms of religion and examples are:

•  Christianity

•  Islam

•  Judaism

•  Hinduism

•  Buddhism

•  Baha'i

•  Sikhism

•  Jainism

•  Zorastrianism

SPIRITUALITY

Spirituality can be defined as:

“The human propensity to find meaning in life through self-transcendence; it is evident in perspectives and behaviours that express a sense of relatedness to a transcendent dimension or to something greater than self, and may or may not include formal religious participation”.

It should be noted that spirituality is not a term recognised by every religious tradition.

Responsibility of individual employees

•  To be aware of the Trust's commitment to creating an environment in which the spiritual and religious needs of the staff are acknowledged and positively affirmed.

•  To treat the religious and spiritual needs of all colleagues with dignity and respect.

•  To understand that they can challenge any type of religious insensitivity, intolerance or discrimination and seek the support of colleagues and managers.

•  To support individuals experiencing religious insensitivity, intolerance, discrimination.

•  To set an example and not to behave in an insensitive, intolerant or discriminatory way with regard to the religious beliefs of colleagues that may be different from their own.

•  To report incidents of religious insensitivity, intolerance and discrimination.

•  To undertake awareness training if it has been identified.

CONFIDENTIALITY AND SUPPORT

A member of staff can be assured that any incident of religious insensitivity, intolerance or discrimination will be treated seriously and in confidence as far as is reasonably practicable.

Employees will be protected against victimisation for making or being involved in a complaint.

RELIGIOUS INTOLERANCE

If a patient or member of the public is perceived as being insensitive or intolerant towards a member of staff because of religion, then that individual has the right to inform his or her manager immediately.

Prompt action will be taken to ensure that the employee making the complaint is not placed in a position where further incidents may take place. In these circumstances please refer to the Trust's Violence Against Staff procedure.

Procedure will follow those set out in the Trust's Respect and Dignity at Work (Anti-Harassment & Bullying) Policy.

For further information please refer to the Trust's Respecting Religion at Work Guidance Note. This can be obtained from:

•  Trust Intranet (Public Folders)

•  Library (Level 7)

•  Personnel Department via Reception: 01752 792053 or int.52053.

•  Your Line Manager

Guidance Notes

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