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Kumra and Manfredi: Managing Equality and Diversity

Additional material

Chapter 8: Managing Work-Life Balance

http://www.brookes.ac.uk/services/hr/eod/wlb/index.html
End of chapter case study further materials: Oxford Brookes University web pages on work-life balance provide details of the University work-life balance project and its outputs.

These include:

Chapter 10: Managing Religion or Belief in the Workplace

A list of commonly practiced religions and main religious festivals:

The BBC website below provides a list of most commonly practiced religions and main religious festivals.
http://www.bbc.co.uk/religion/tools/calendar/

An extract from Tower Hamlets Religion/ Belief Equality Scheme Objectives:

End of chapter case study: An extract from Tower Hamlet religion/belief equality scheme objectives as an employer 20090-2012 (Source: Godwin, 2010)

Priority: Workforce to reflect the community

 

Objective

Action

Ensure that staff are aware that facilities for reflection and prayer are accessible to all staff of religious and non-religious belief

  • Remind managers and staff of the availability of prayer rooms and their location in council buildings

Strengthen interfaith understanding between staff and involve staff of all religions and none in relevant decision-making and policy development

  • Establish an interfaith staff forum to act as a reference group for consultation on prayer/reflection space and interfaith events

Address evidence of inequality or disadvantage experienced by staff as a result of their religion or belief

  • Monitor key HR performance indicators and workforce profile in term of religion/belief profile of staff on an annual basis
  • Promote to all staff a firm commitment to providing support when they experience faith-related prejudice or difficulties with clients, customers or service users
  • Develop a dress code for council staff which incorporates clear guidance to ensure that decisions about dress do not lead to direct or indirect discrimination of individuals based on religion or belief

Develop the ability of staff working with vulnerable people to understand and assess religion and belief-related needs and preferences

  • Produce reasonable adjustments on the grounds of religion/belief guidance

Source: Godwin, K. (2010) Tower Hamlets Council: religion at work. Equal Opportunities Review, 199: 11–14.

See also: http://www.towerhamlets.gov.uk/lgsl/851-900/861_diversity_and_equalities/religion_and_belief_equality.aspx