or clients. Where possible, organisations should protect their staff from
such harassment and should take steps to deal with actual or
potential situations of this kind. This will enhance the organisation’s
reputation as a good employer and make the organisation a
welcoming and safe place to work. Many organisations provide visitors and visiting workers with guidance on Health and Safety matters. It may be appropriate to include some comments in any policy your organisation has on harassment. QUESTIONS 27
16. Do organisations have to ask about someone’s religion or belief at interview?
No. Interviews are about finding out whether someone has the right
skills for the job. Personal questions about an individual’s beliefs
should not be asked unless they are relevant to the duties of the job in
question. It is good practice not to ask any personal questions at
interview unless it is to make sure that appropriate adjustments are
made for anyone with a disability.
Organisations do not have to employ people whose beliefs mean they
are unable to undertake essential parts of the job. It should be made
clear to candidates what type of work the organisation does and what
duties the job involves so they can consider whether there is any
chance it might conflict with their religion or beliefs.
Example: An individual applying for a job in a large supermarket stacking
shelves may not be willing to handle pork products for religious reasons.
Such products probably represent only a small proportion of the goods