Dear Parin,
This question is difficult in one sense but easy in another. The easy answer is that the law takes priority over aspects of belief, rather in the same way that human rights takes precedence over some cultural practices regarding women.
However there has been the case recently of a teacher in Solihull belonging to a party of the far right who was suspended when this became clear. This seems an acknowledgement that an individual's beliefs will affect behaviour in the workplace. It is not clear, however, if this suspension is legal.
What is clear that whatever an employee's views on differing sexual orientation they are legally and professionally required to behave respectfully and not to discriminate. The informal 'vibes' etc we have to deal with as best we can but I think mainly by creating an institutional ethos which creates respect and a positive attitude. (Things like external speakers, leaflets, briefings, training, departmental action plans generating departmental discussion, working with any LGBT societies around... and I'm sure you can think of other things specific to your institution.)
Best wishes, Berry
-----Original Message-----
From: Parin Hirji [mailto:[log in to unmask]]
Sent: 04 May 2004 16:29
To: [log in to unmask]
Subject: Is it okay to have prejudices and negative beliefs?
> Dear Colleagues
>
> In my journey in delivering training in 'Respecting Diversity' I have come across many issues. I was wondering if anyone has encountered any issues and in particular the one I am giving below. If so how have you overcome it?
>
> Issue
> Where one's religion or belief does not accept differences, for example religion has been used to dismiss the existence of LGBT groups. Now in promoting a culture that respects diversity, this idea of allowing people to have a belief but not to allow them to manifest themselves is not a rigorous approach.
>
> Through such diversity sessions, we are modifying behaviour to enhance organisational development. It is sad to say that a culture that respects diversity is promoted by asking people to leave their values outside and take on board the university's - we all know that whatever we feel about groups our feelings can manifest themselves - if not in the form of direct acts of discrimination then definitely unwitting prejudices.
>
> This aspect is a big challenge. I would in my professionalism want to challenges people's values/belief's but then it might be seen as a 'disrespectful' approach.
>
> Any views or guidance - bearing in mind that HE has its own 'set ways'. How can such situations be overcome?
>
> Look forward to your responses.
>
> Regards
>
> Parin
> --------------
> Parin Hirji
> Equality Training Officer
> Professional Development
> 7 Holywell Drive
> Loughborough University
> Leicestershire
> LE11 3TU
>
> Tel: +44 (0)1509 223738
> Fax: +44 (0)1509 223927
> Email: [log in to unmask]
> Web: http://www.lboro.ac.uk/service/pd/
>
>
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