Should religion be kept out of business?

Britain is often described as a ‘secular’ society but also, confusingly, as a ‘multi-faith’ society. The first term refers to the claim that the influence of religion has dwindled in modern societies. Although the 2001 census showed that 77% of people in Great Britain have a religious (mostly Christian) faith, the secular description is based on the claim that for most this faith is very shallow, with only a tiny minority being actively religious (e.g. attending church regularly). The ‘multi-faith’ label refers to the co-existence within British society of many faith communities, largely as a result of immigration. After Christians, Muslims are the next largest religious group. To many of those who do have a deep religious faith it plays a very important part in their lives and they want to express this belief publicly. But how far should people be allowed to carry religious beliefs into business? Is it reasonable for businesses to ban expressions of religious belief (e.g. by wearing religious symbols) on the part of employees in the workplace? In 2006 British Airways learned that these can be very difficult issues to manage.

In October 2006 BA ruled that a check-in worker at Heathrow could not wear a small Christian cross on her necklace because it infringed the company’s uniform policy. This was not a ban but a ruling that such symbols should be worn underneath the uniform, not on display. It seems that the BA policy was based on the view that the uniform is an important symbol of the company and that a religious symbol, or other form of jewellery, may detract from it. In other words the company wanted to retain control of how it presents itself, via the uniform of its employees, to its customers. This was a small discreet cross, but what if an employee wanted to wear a large, ostentatious cross? There are other possible grounds for banning the wearing of a cross or other religious symbol: l In some circumstances there may be health and safety considerations l There may be concern that wearing a religious symbol may cause offence to others (customers or colleagues) of a different faith or none. An employer may want to keep religious conflicts out of the workplace or avoid putting off customers. If the policy was designed to protect the company’s image and to attract customers, it seems to have back-fired on both counts. BA found itself involved in a high profile public controversy, facing: l

- a threat of legal action by the employee l

-criticism from the prime minister

-a call on Christians to boycott the business

- a threat by the Church of England to divest itself of BA shares.

In response the company was forced to announce a review of its uniform policy, and ultimately to scrap the rule.

Question:

1. Was BA right to change its uniform policy?