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

They are part of a commitment to ensure that, in law, people can no longer be denied jobs because of prejudice; harassment can be tackled promptly and effectively and people have an equal chance of training and promotion, whatever their background.

There is also a growing understanding of the benefits to business of treating all people fairly and with dignity and respect.

Such benefits can include:

• Attracting a high overall level of interest in job vacancies
• Attracting candidates from non-traditional labour pools
• Enjoying positive productive working relationships and cooperation
• Highly motivated employees who feel valued
• High productivity and flexibility
• Effective, value added team work
• Reduction in time consuming negative activities, complaints, arguments, grievances etc
• High staff retention / low staff turnover
• Reduced absenteeism / sickness absence
• Staff willing and happy to provide cover on days when the dominant religion(s) wish to be absent – for example, Christmas
• A high return on investment in training and development activity
• Building a wide inventory of skills and experience
• Flexibility to provide cover during times when dominant religions prefer to take leave, for example, Christmas, Easter
• More diversity, new ideas, different perspectives, creativity, innovation…
• Enhanced company reputation as a good employer
• Improved corporate image
• Improved, informed customer care responsive to diverse customer needs
• Employee loyalty
• Advantages in dealing with customers, suppliers and other stakeholders in multicultural and globalised markets

The guidelines notes that follow provide a detailed analysis of the Regulations followed by practical tips on implementing them in your organisation in a way that will:

1. Optimise the benefits for you and your employees and
2. Avoid the cost and negativity of litigation.