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As highlighted in our previous diversity series, diversity in the legal profession is, slowly, on the rise. Workplaces hold a duty to recognise and support different beliefs and cultures. Though employers are aware that religious discrimination in the workplace is not legally tolerated under the Equality Act 2010 (EqA 2010), many may not be aware of indirect discrimination of these protected characteristics. For example, not being able to have a beard or wear a headscarf in the workplace.
To ensure you are supporting those with religious beliefs within your firm you should consider these key points:
For more guidance, the Advisory, Conciliation and Arbitration Service (Acas) has outlined more key points to help prevent religious discrimination at work. The head of D&I at Acas, Julie Dennis, notes that: ‘Discriminating against someone due to their religion or belief is against the law. Employers need to ensure that their workplaces are inclusive and respectful of people's beliefs, particularly in areas such as recruitment and annual leave.’
To read further into this definition please visit our practice note: Religion or belief. For a free trial of Lexis PSL click here.
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Hannah is one of the Future of Law blog’s digital and technical editors. She graduated from Northumbria University with a degree in History and Politics and previously freelanced for News UK, before working as a senior news editor for LexisNexis.
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