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Document No 60

2003          Page last updated: 12 August, 2005

Plymouth Hospital NHS Trust

Respecting religion at Work Guidance Note

1. Introduction

This guidance note has been developed to assist and raise awareness for managers and staff regarding the spiritual and religious needs of employees. It should also be used in conjunction with the Trust’s policy: Respect and Dignity at Work (Anti-Harassment & Bullying).

For the purpose of this guidance note, the term ‘manager’ is used to cover any employee who has responsibility for staff.

The Trust is committed to creating an environment in which the spiritual and religious needs of 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 nine, the Trust is required to ensure that a person is able to practise freely their own religion or belief.

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.

2. What is religion?

2.1 Definition of 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. Although the Trust does not want to be over-prescriptive, and will be sensitive to representations made by staff who belong to less well-known religions, religion in this policy is taken to mean mainstream organised world religions.

2.2 Forms of Religion

There are many forms of religion and it is not possible to provide a comprehensive list – however, examples are:

Christianity
Islam
Judaism
Hinduism
Buddhism
Baha'i
Sikhism
Jain
Zoroastrian

3. What is spirituality?

3.1 Definition of 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.

3.2 Forms of Spirituality

Spirituality can take many different forms and may include:

• Concern with life’s meaning and purpose
• Questioning those values which determines one’s life
• Exploring the meaning of pain and suffering
• Awareness of the role of personal and professional relationships
• Conscious of the balance between work and other areas of one’s life
• Giving meaning to death which is more than a cessation of life
• Consideration of hope, both realistic and unrealistic

The list of examples is not exhaustive.

It is important to recognise that spiritual concerns are not necessarily expressed in religious language or within a religious context.

· Responsibility of managers

Managers should:

· support individuals who request the opportunity 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.

· contribute to ensuring that this document is well known to staff and service users.

5. Responsibility of individual employees

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

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

· To support individuals experiencing religious insensitivity, intolerance, or discrimination.

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

· 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.

6. Confidentiality and support for staff

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. If confidence cannot be maintained for whatever reason, the complainant will be informed prior to any action being taken.

Support for the complainant and for the person who has allegedly been insensitive, intolerant, or discriminatory, with regard to the religious needs of a colleague, may be accessed through the line manager, a Trust chaplain, the Personnel Department, a trade union representative or the Occupational Health & Safety Unit. Employees will be protected against victimisation for making or being involved in a complaint.

7. Religious insensitivity or intolerance by a Patient or Member of the Public

If a patient or member of the public is perceived as being insensitive or intolerant towards a member of staff because of the staff member’s religion, then that individual (or employee) has the right to inform his or her manager immediately. Prompt action will be taken to deal with the situation.

Action should be taken to ensure that the employee making the complaint is not placed in a position where further incidents of religious insensitivity or intolerance may take place. In these circumstances please refer to the Trust’s Violence against Staff procedure.

Procedures will follow those set out in the Trust’s policy: Respect and Dignity
at work (Anti-Harassment & Bullying).

8. Further information or advice

If you require further information or guidance please refer to the Trust’s policy: Respect and Dignity at Work (Anti-Harassment & Bullying) or contact:

· Personnel Department via reception
Contact number: 01752 792053 or ext. 52053

· Department of Pastoral & Spiritual Care
Contact number: 01752 245255 or ext. 55255

External sources of advice

The Equal Opportunities Commission
Barnacle House
Barnacle Centre
MANCHESTER M4 3EQ
Tel: 0845 6015901

The Commission for Racial Equality
St Dun stun’s House
201-211 Borough High Street
LONDON SE1 1GZ
Tel: 0207 9390000

Advisory Conciliation & Arbitration Service (ACAS)
Brandon House
180 Borough High Street
LONDON SE1 1LW
Tel: 020 7210 3605

Plymouth Religious & Cultural Resource Centre
3a Watts Road
St Jude's
Plymouth PL4 8SE

See also Respecting Religion at Work Leaflet

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