1. Belief in a Career Skills Funding Agency/NIACE Equality and Diversity Innovation Fund (2013/14)

2. "The creation of this material by Prospects Services has been financed by the Skills Funding Agency Equality and Diversity Innovation Fund 2013/14. Copyright in this material is vested in the Crown but it is made freely available through an Open Government Licence. This licence enables you to use and adapt the material but you must attribute Prospects Services as the creator and include details of the licence. Full details of the licence are available at: http://www.nationalarchives.gov.uk/doc/open-government- licence/" http://www.nationalarchives.gov.uk/doc/open-government- licence/

3. Domestics

4. Aim: To improve confidence and develop strategies when supporting customers with issues related to religion, belief and non-belief in NCS advice sessions

5. Objectives: By the end of the session you will be able to: Provide an inclusive interview environment that demonstrates a commitment to supporting customers with religious or non-religious beliefs Embed practical support for customers with religious or non-religious beliefs so that they can make informed career decisions Improve customers’ awareness of how to deal with discrimination and increase knowledge of support and career pathways for those with religious or non- religious beliefs

6. Icebreaker

7. ‘Belief in a Career’ project – what is it? Skills Funding Agency/NIACE Equality and Diversity Innovation Fund (2013/14) Equality and Diversity Champions Training Programme ‘Belief in a Career’ Guide

8. ‘Belief in a Career’ project – why is it important? Over 14 faiths are practised in London. The second largest religion outside Christianity in London is Islam (8.5% of the population). The third largest group are Hindus making up 4.1% of the population. Business in the Community Regional Factsheet http://raceforopportunity.bitc.org.uk/sites/default/files/kcfinder/files/RaceforO pportunity/London%20REGIONAL_FACTSHEET_LONDON%5B1%5D.pdf http://raceforopportunity.bitc.org.uk/sites/default/files/kcfinder/files/RaceforO pportunity/London%20REGIONAL_FACTSHEET_LONDON%5B1%5D.pdf

9. The Equality Act 2010 The Act protects individuals from discrimination based on: Disability Sex (gender) Gender reassignment Pregnancy and maternity Race Religion or belief Sexual orientation (whether being lesbian, gay, bisexual or heterosexual) Age (since October 2012) Being married or in a civil partnership The list above covers aspects of individuals which are known as “protected characteristics”.

10. Religion? Belief? Non-Belief?

11. The Equality Act 2010 and religion, belief and non-belief It is unlawful to discriminate against individuals because of their religion or belief or lack of religion or belief How is discrimination defined in The Equality Act 2010?

12. The Equality Act 2010 and religion, belief and non-belief Direct discrimination Treating people less favourably than others on grounds of religion or belief (actual, perceived or due to association) Indirect discrimination Applying a provision, criterion or practice which disadvantages people of a religion or belief and which is not justified as a proportionate means of achieving a legitimate aim

13. The Equality Act 2010 and religion, belief and non-belief Harassment When unwanted conduct related to religion or belief has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual Victimisation Unfair treatment of a worker who has made or supported a complaint about discrimination because of religion or belief

14. Steps to challenging discrimination Talk to someone Collect evidence Raise a grievance Make a claim to an employment tribunal www.adviceguide.org.uk www.acas.org.uk Acas Helpline: 08457 47 47 47

15. Discussion Point Why is it good business sense for employers, training providers and the National Careers Service to be sensitive to the religious and belief needs of employees, learners and customers?

16. The CIAG Interview Environment

17. How can employers support customers with their religious and belief needs? 1.Recruitment 2.Harassment and workplace behaviours 3.Time off for religious observance 4.Dietary requirements 5.Prayer 6.Modesty 7.Fasting 8.Dress 9.Monitoring religion and belief 10.Religion or belief and other protected characteristics

18. How can we help customers to communicate their religious and belief needs to employers/training providers?

19. Faith and career decision making Study on the impact of faith on career decision making (Hambly, L. 2009): Using a scale of 1 to 10, 71% scored the importance of faith as 5 or higher 18% regarded their career decisions as being ‘totally’ affected by their faith -http://www.canterbury.ac.uk/education/career-and-personal- development/docs/Hambly-OccPaper2011Vocation.pdf

20. Practices used in career decision making (Hambly, L. 2009) Talking to people – 84% Prayer – 62% Being open to unexpected opportunities – 60% Researching opportunities – 58% Listening to inner voices and feelings – 47% Noticing patterns or coincidences – 13%

21. Practices used in career decision making (Hambly, L. 2009) Being open to the unknown: Christianity – the Prayer of Discernment Buddhism - Prajna Hinduism – Nishkama Islam – Istikhara, the Islamic Prayer of Guidance Discussion Point: What impact could this research have on our practice and work with customers?

22. Reflection and Questions

23. Thank you Michaela Moher PPTC Trainer/Assessor michaela.moher@prospects.co.uk