Page 20 - Anti-Racism Pocketbook for Schools and Academies

Risk can arise when dress codes are based on personal preferences of
how employees should look. Where there is good reason for a dress

code, such as hygiene or health and safety, it is sensible for an
employer to have in place a policy to explain this.

The exercise of discretion is also important. Employers should not

impose dress codes and grooming requirements rigidly. They need to

be mindful that there will be some employees who demonstrate their
religious beliefs in their appearance, such as the clothes or jewellery

they wear or the way they style their hair.

However, if an employer makes a dress code or appearance decision
that the employee believes is not in their favour, it needs to identify its

legitimate aim and demonstrate why its decision meets this aim. In this

situation, evidence is important. Organisations should handle requests
relating to religion/belief on a case-by-case basis. Although two

individuals might follow the same religion, each person might have
different expectations and practices surrounding their beliefs. This

should also include careful consideration for flexible working requests

surrounding religion/belief.

Employers should ensure that training courses should cover
religion/belief. Educating yourself and being aware of different

religious practices will allow you to have a more comfortable
conversation surrounding religion in the workplace.

The Importance of Policy

In the UK, there are various acts in place to ensure that organisations
are promoting and advocating for more equal, diverse, and inclusive

spaces. Laws such as the Equality Act 2010, and the Human Rights Act
are legal requirements that ensure that there are policies, processes,

procedures, and practices in place to protect marginalised

groups/individuals within the country. Having these systems in place
can create a substantial change within the culture of a company.

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