- Does your company have an official policy regarding diversity?
- Does your company's diversity policy specifically include religion
and belief?
- Has your organisation included details of the E.U. Employment Regulations
(Religion & Belief) 2003 in all relevant information for staff?
- Does your company have a method of communicating this policy to
employees and the public (through the induction process, employee
handbook, organisation website, information packs, etc.)?
- Has your organisation incorporated training in religion and belief
into its training activities (including training needs analysis, management
programmes, induction arrangements, etc.)?
- Is training in religion and belief available to all staff?
- Are your managers aware of the implications of direct or indirect
discrimination on the grounds of religion or belief?
- Does your company know the general religious make-up of its employees?
- Are there clearly documented avenues of communication available
between employees and managers to address issues arising from religious
needs – including dress, food and holidays?
- Does your company know the general religious make-up of its customers
or clients?
- Does your company have a documented procedure on religious holiday
leave (paid or unpaid)?
- Do your managers take into account employees' various religious
holidays when planning meetings, workshops, events, etc?
- Do your managers take into account the different faith needs of
employees when scheduling holiday events, shift arrangements or annual
shutdowns?
- Does your company have a dress code?
- Is this dress code communicated to all employees (through the induction
process, employee handbook, information packs, etc.)?
- If an employee's religious practice conflicts with the dress code,
does the company have policies in place to deal with this?
- Does your company provide food for employees (in the cafeteria
for example)?
- Do these meals accommodate unique religious and ethical needs of
your employees (kosher, halal, vegetarian, etc.)?
- Does your company hold special events involving food and/or drink
(promotions, meetings, presentations, product launches, etc.)?
- Do these special events accommodate the unique religious and ethical
needs of your employees and visitors (kosher, halal, vegetarian, etc.)?
- Does your company have a policy regarding display of items in personal
workspace areas (within an office, on walls in public areas, etc.)?
- Does this policy include religious or faith related items?
- Does your company allow special decoration of office space for
holidays (Christmas party decorations, Hanukkah decorations, etc.)?
- Do these decorations accommodate the needs of a religiously and
culturally diverse employee base?
- Does your company allow religious practice in the workplace (prayer,
meditation, etc.)?
- Does your organisation have prayer rooms? If not, have you made
arrangements for employees wishing to pray during their time at work?
- Does your company effectively communicate their policy regarding
religious practice in the workplace to the employees (through the
employee handbook, information packs, etc)?
- Do your employees have avenues of communication by which they can
raise their specific religious practice needs (e.g. appraisal, weekly
meetings, etc)
- Does you organisation have a clearly thought out and documented
approach to its ‘business case’ for diversity?
- Are your managers aware of how the management of diversity impacts
on the bottom line, productivity, and achievement of the organisational
goals?
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