You are in: Workplace > Employment Equality (Religion & Belief) Regulations 2003

The Regulations implement the principle of equal treatment in employment and training, irrespective of religion or belief.

Religion/belief may be evidenced in many ways, some more outward and obvious than others, and may sometimes be a stronger motivator for discriminatory views, attitudes and behaviour than race, culture or ethnicity.

Particular religious groups may be seen as a single monolithic block, static and unresponsive to change and new realities, rather than as a diverse and often progressive group. They may wrongly be seen as not having aims or values in common with the wider community around them. Lack of knowledge and insight can lead to stereotyping, misunderstandings or misrepresentations. A Muslim woman wearing a head scarf (hijab) is perceived as oppressed; a Muslim man with a beard is viewed as threatening.

Religion or beliefs discrimination may occur in not very obvious ways and tackling it effectively requires commitment and creativity. Treating everyone the same, irrespective of their group identities, ignores the importance of that identity to the individual and importantly, demonstrates the extent to which the dominant culture and religion drives the way we do things. Awareness of the needs of other religions and beliefs is therefore very important.