Description
The government has published a new non-statutory definition of anti-Muslim hostility aiming to, among other things, protect Muslims from unacceptable hostile behaviour. Listen along to find out more!
Visit www.indicator.co.uk to explore our product range, or connect with us on social media:
Hosted on Ausha. See ausha.co/privacy-policy for more information.
Transcription
Today in the Indicator HR and Employment Law podcast, we're discussing the government created new non-statutory definition of anti-Muslim hostility, the aim of which is to protect Muslims from unacceptable hostile behaviour and form the foundations of the wider cultural, educational and preventative work to stop such hostility from taking root. The definition states that anti-Muslim hostility is intentionally engaging in, assisting or encouraging criminal acts, including acts of violence, vandalism, harassment or intimidation, whether physical, verbal, written or electronically communicated, that are directed at Muslims because of their religion or at those who are perceived to be Muslim, including where that perception is based on assumptions about ethnicity, race or appearance. It is also the prejudicial stereotyping of Muslims, or people perceived to be Muslim, including because of their ethnic or racial backgrounds or their appearance, and treating them as a collective group defined by fixed and negative characteristics, with the intention of encouraging hatred against them, irrespective of their actual opinions, beliefs or actions as individuals. It is engaging in unlawful discrimination where the relevant conduct, including the creation or use of practices and biases within institutions, is intended to disadvantage Muslims in public and economic life. This is a working definition and must be read with its accompanying text, which makes clear that open debate in the public interest is important and must be fully safeguarded. Context must also always be taken into account when interpreting and applying the definition. While the definition does not change what is or is not unlawful under the Equality Act 2010, employers may wish to bear this definition in mind when drafting equal opportunities or dignity at work. policies and procedures, and when dealing with incidents of anti-Muslim discrimination or harassment. Look out for further episodes in this series to stay up to date on all things HR and employment law related.
Description
The government has published a new non-statutory definition of anti-Muslim hostility aiming to, among other things, protect Muslims from unacceptable hostile behaviour. Listen along to find out more!
Visit www.indicator.co.uk to explore our product range, or connect with us on social media:
Hosted on Ausha. See ausha.co/privacy-policy for more information.
Transcription
Today in the Indicator HR and Employment Law podcast, we're discussing the government created new non-statutory definition of anti-Muslim hostility, the aim of which is to protect Muslims from unacceptable hostile behaviour and form the foundations of the wider cultural, educational and preventative work to stop such hostility from taking root. The definition states that anti-Muslim hostility is intentionally engaging in, assisting or encouraging criminal acts, including acts of violence, vandalism, harassment or intimidation, whether physical, verbal, written or electronically communicated, that are directed at Muslims because of their religion or at those who are perceived to be Muslim, including where that perception is based on assumptions about ethnicity, race or appearance. It is also the prejudicial stereotyping of Muslims, or people perceived to be Muslim, including because of their ethnic or racial backgrounds or their appearance, and treating them as a collective group defined by fixed and negative characteristics, with the intention of encouraging hatred against them, irrespective of their actual opinions, beliefs or actions as individuals. It is engaging in unlawful discrimination where the relevant conduct, including the creation or use of practices and biases within institutions, is intended to disadvantage Muslims in public and economic life. This is a working definition and must be read with its accompanying text, which makes clear that open debate in the public interest is important and must be fully safeguarded. Context must also always be taken into account when interpreting and applying the definition. While the definition does not change what is or is not unlawful under the Equality Act 2010, employers may wish to bear this definition in mind when drafting equal opportunities or dignity at work. policies and procedures, and when dealing with incidents of anti-Muslim discrimination or harassment. Look out for further episodes in this series to stay up to date on all things HR and employment law related.
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Description
The government has published a new non-statutory definition of anti-Muslim hostility aiming to, among other things, protect Muslims from unacceptable hostile behaviour. Listen along to find out more!
Visit www.indicator.co.uk to explore our product range, or connect with us on social media:
Hosted on Ausha. See ausha.co/privacy-policy for more information.
Transcription
Today in the Indicator HR and Employment Law podcast, we're discussing the government created new non-statutory definition of anti-Muslim hostility, the aim of which is to protect Muslims from unacceptable hostile behaviour and form the foundations of the wider cultural, educational and preventative work to stop such hostility from taking root. The definition states that anti-Muslim hostility is intentionally engaging in, assisting or encouraging criminal acts, including acts of violence, vandalism, harassment or intimidation, whether physical, verbal, written or electronically communicated, that are directed at Muslims because of their religion or at those who are perceived to be Muslim, including where that perception is based on assumptions about ethnicity, race or appearance. It is also the prejudicial stereotyping of Muslims, or people perceived to be Muslim, including because of their ethnic or racial backgrounds or their appearance, and treating them as a collective group defined by fixed and negative characteristics, with the intention of encouraging hatred against them, irrespective of their actual opinions, beliefs or actions as individuals. It is engaging in unlawful discrimination where the relevant conduct, including the creation or use of practices and biases within institutions, is intended to disadvantage Muslims in public and economic life. This is a working definition and must be read with its accompanying text, which makes clear that open debate in the public interest is important and must be fully safeguarded. Context must also always be taken into account when interpreting and applying the definition. While the definition does not change what is or is not unlawful under the Equality Act 2010, employers may wish to bear this definition in mind when drafting equal opportunities or dignity at work. policies and procedures, and when dealing with incidents of anti-Muslim discrimination or harassment. Look out for further episodes in this series to stay up to date on all things HR and employment law related.
Description
The government has published a new non-statutory definition of anti-Muslim hostility aiming to, among other things, protect Muslims from unacceptable hostile behaviour. Listen along to find out more!
Visit www.indicator.co.uk to explore our product range, or connect with us on social media:
Hosted on Ausha. See ausha.co/privacy-policy for more information.
Transcription
Today in the Indicator HR and Employment Law podcast, we're discussing the government created new non-statutory definition of anti-Muslim hostility, the aim of which is to protect Muslims from unacceptable hostile behaviour and form the foundations of the wider cultural, educational and preventative work to stop such hostility from taking root. The definition states that anti-Muslim hostility is intentionally engaging in, assisting or encouraging criminal acts, including acts of violence, vandalism, harassment or intimidation, whether physical, verbal, written or electronically communicated, that are directed at Muslims because of their religion or at those who are perceived to be Muslim, including where that perception is based on assumptions about ethnicity, race or appearance. It is also the prejudicial stereotyping of Muslims, or people perceived to be Muslim, including because of their ethnic or racial backgrounds or their appearance, and treating them as a collective group defined by fixed and negative characteristics, with the intention of encouraging hatred against them, irrespective of their actual opinions, beliefs or actions as individuals. It is engaging in unlawful discrimination where the relevant conduct, including the creation or use of practices and biases within institutions, is intended to disadvantage Muslims in public and economic life. This is a working definition and must be read with its accompanying text, which makes clear that open debate in the public interest is important and must be fully safeguarded. Context must also always be taken into account when interpreting and applying the definition. While the definition does not change what is or is not unlawful under the Equality Act 2010, employers may wish to bear this definition in mind when drafting equal opportunities or dignity at work. policies and procedures, and when dealing with incidents of anti-Muslim discrimination or harassment. Look out for further episodes in this series to stay up to date on all things HR and employment law related.
Share
Embed
You may also like
Was there a fundamental breach where a manager was disciplined for failure to challenge sexist culture?
When considering the fairness of a dismissal must what the decision-maker actually decided be determined?
Did severe defects in internal appeal process make a dismissal unfair?
Is “bumping” another employee to create a vacancy a reasonable adjustment?
