Thursday, September 22, 2016

The religious practice invites more frequently at work – The World

The religious act is more and more present in the life of companies, but these begin to better cope with it. For their fourth annual study on this topic, the Institute Randstad and the Observatory of the religious fact in the company (OFRE), a university research chair, reported that dual movement, by querying online 1 405 executives and managers between April and June, on their personal experience.

For the first time, a clear majority (65 %) of those employees surveyed say they have observed several times ” the facts of religious “ at their place of work. This is 15 points more than in 2015. The observed facts can be grouped into two broad categories, according to the authors of the study.

also Read : For the DHR, the religious fact can be managed with pragmatism

The first, which is also the most numerous, is “ requests or personal practices “. They are ” by themselves, few disruptors “, the study notes, while ” combined with other facts, to other situations or other behaviors, they may be problems “. Among them, wearing visible religious symbols, like the veil, is become the most common (21 %). It has exceeded this year the requests for absence for a religious holiday (18 %), followed by requests for scheduling (14%), and prayers during breaks (8 %).

The second category consists of the ” facts which disturb and/or challenge the organisation of work and/or violate legal rules “. They are ” to be stable or down by a few points compared to 2015, “, the study notes, but they still represent over a third of the facts found. It may be the stigma of a person on grounds of religious (7 %), proselytizing (6 %), refusal to perform certain tasks (6 %), to work under the orders of a woman (5 %), prayers during the time of work (5 %), refusal to work with a woman (4 %) or with a colleague (3 %).

Better control of situations

The situations ” conflict “ or ” blocking “ is progressing again while remaining distinctly in the minority : they spend 6% to 9 %. They represent, however, 14 % (against 12 % in 2015) of the situations encountered by the managers who had themselves to intervene. They may consist of threats of accusation of discrimination, questioning the legitimacy of the company or of the manager, in refusing to discuss, in collective demands, or in the presence of third parties external to the company.

” there in 2016 even more tension around the fact religious at work “, the study notes. the ” more and more businesses are confronted with behaviors of the breach, specifies Lionel Honoré, director of the OFFER and a professor at the university of Polynesia. the They are the individuals who question the company’s right to enforce its rules. They place religious law above all. “

Read also : Can we ban the wearing of the veil in a company ?

Until now, the various surveys that had been conducted showed a certain dismay in the enterprises to face this type of situations. Often, the managers of proximity (those whose task it is to respond closer to the ground) were not necessarily equipped or trained to do so and, in addition, they were reluctant to escalate such problems to their supervisor or seek the services of the human resources or legal. The responses were sometimes ” thrown together “, or even out of the nails of the legality.

This year, the barometer Randstad-OFRE detects a better control of these situations by the supervisors of land, which ” are more clear-cut positions on what is acceptable and what is not “ and ” a better understanding of the legal framework “. This is how the authors interpret the significant increase in the proportion of cases requiring intervention by management, which goes from 38 % to 48 %.

the responses to The questionnaires also testify to the support that is given to the managers placed in difficult situations. the ” They are less numerous to address in isolation, and have more recourse to their hierarchy “ and to legal services and human resources. This better control of the religious fact in business is probably not foreign to the fact that 62 % of respondents are opposed to a law in this area.

No rejection of religion

It remains that if the majority of managers are faced with facts that are relatively easy to manage, others are confronted daily ,” to situations of overflow, which are difficult to manage “ reports Lionel Honoré. These situations are to be found in particular in companies in labour-intensive unskilled labour, as in the public works, the large-scale distribution, logistics and transportation, reports to the university, or the one that ” are located in areas where the problem already exists outside of the enterprise “.

The increase in the occurrence of the religious fact does not lead to a rejection. And 70 % of the employees interviewed feel that religion has its place in exchanges between colleagues, and 80 % say they know in general the religion of their colleagues. Several religious practices are also allowed, such as asking for ad-hoc changes of working time (83 %), to pray alone and quietly during the breaks (75 %). On the other hand are considered prohibited is to refuse to work with certain people (91 %), to perform certain tasks (90,3 %), proselytism (74 %) and the prayers in group or during the working time (70 %).

But if they are willing to bring pragmatic answers on a case-by-case basis, executives and managers are overwhelmingly hostile (84 %) that ” the company is organized according to the religious prescriptions “, taking, for example, officially account of the religious calendars, in providing menus of “religious” in the canteen or in the construction of places of prayer. On the other hand, they reject to 65 % the idea that a company can ” include in its internal rules a principle of religious neutrality and imposing it on its employees “. The questionnaire has been submitted before an amendment introduced in the act El Khomri embeds in the text ” the principle of neutrality and restrict ” the manifestation of the beliefs of employees.”

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