Religion and Belief

Under the Employment Equality (Religion and Belief) Regulations (2003) discrimination, harassment and victimisation on the grounds of religion/belief is unlawful in employment and vocational training. The recent Equality Act 2006 provides that discrimination on the grounds of religion/belief in the provision of goods, facilities and services is also unlawful.

As a result, Hounslow Homes will endeavour to:

  • Eliminate discrimination and harassment on the grounds of religion (including lack of religion), religious belief.
  • Promote equality of opportunity for, and good relations between, people with different religious beliefs or similar philosophical beliefs.

As an employer, we will monitor, with reference to the religion of staff and staff with a religious belief or similar philosophical belief those who:

  • are currently employed by the organisation;
  • apply for employment, training and promotion;
  • receive training;
  • benefit or suffer detriment as a result of the organisations performance assessment procedures;
  • are involved in Hounslow Homes grievance procedures;
  • are the subject of disciplinary procedures; and
  • cease employment with Hounslow Homes

Hounslow Homes has employment monitoring arrangements in place relating to its race equality duties and will continue to publish annual reports to the Board which will be available on our website

The Religion and Belief Equality Scheme makes it clear how Hounslow Homes plans to meet the requirements of the directive. The Scheme summarises the organisations overall approach to religion and belief equality and how it links with our corporate aims and objectives.

Hounslow Homes will continue to work towards the following.

  • supporting the strategic vision for the organisation outlined above;
  • Mainstreaming religion and belief equality within the service areas;
  • Prioritising community cohesion, as expressed through the Community Cohesion Action Plan;
  • Developing and extending our consultation and engagement with the community, partners and stakeholders,
  • Ensuring that Equality Impact Assessments have meaning and impact from a faith equality perspective;

Taking a joined up perspective to equality - linking religion and belief equality actions to the other five-priority equality strands: age, race. gender (including trans-gender), sexual orientation and disability, with the implementation of an equalities scheme.

For more information contact or call 020 8583 3762