Read through the scenarios below, which all concern discrimination on the basis of religion.
Scenario 1 – The airline check-in desk worker
An airline has a strict uniform policy that prohibits the display of any jewellery. Ms E is a devout Christian and started to wear  a small plain silver cross on a necklace that could be seen above her uniform. She worked on the check-in desks and managers asked her to remove it, because it was in breach of the uniform policy. She refused because she felt that she had the right to express her faith while at work. The company offered her the opportunity to move to another non-customer-facing role where the uniform policy did not apply, but she was not prepared to accept this. She was sent home on unpaid leave. 

Scenario 2 – The nurse 

A hospital introduced a uniform policy that prevented nurses from wearing necklaces because of health and safety concerns. Mrs C was an experienced nurse who had been wearing a cross necklace on wards for 30 years without incident. She refused to remove the cross but offered to have a magnetic clasp fitted (so the necklace would come apart easily if it was grabbed by a patient). The hospital insisted that she removed the necklace, but she refused to do so and was moved to a desk job. 

Scenario 3 – The relationship guidance counsellor
Mr M was a counsellor employed by a charity providing relationship guidance. He made it clear during a training  session that he would have difficulty counselling same-sex  couples because this conflicted with his strongly held Christian principles. He argued that managers should  make allowances to take into account his beliefs. He was suspended pending an investigation and then dismissed.

Scenario 4 – The registrar  

Ms L was a registrar employed to conduct civil marriage services. She took up employment many years prior to the introduction of same-sex civil partnerships, but as soon as these became legal she made it clear to her employers that she was not prepared to conduct them as a matter of conscience,  because it was against her Christian beliefs. At first she was able to swap duties with other registrars, but then a change in working conditions introduced by her employer for all staff meant that swapping was no longer possible. She argued that she was being forced to choose between her
religious beliefs and her job. She claimed she was shunned and accused of being homophobic by managers and work colleagues. She was eventually dismissed.

1. Compare scenario 1 and scenario 2.
(a) Evaluate the key issues in each and decide whether the employees have suffered discrimination.

(b) What issues must managers bear in mind when deciding how to proceed?

2. Compare scenario 3 and scenario 4.
(a) Who is being discriminated against, and why?

(b) Who has the stronger case, Mr M or Ms L? Explain your reasoning.

3. Based on all four scenarios, did you think employees should be allowed to exercise their conscience in this way in the workplace? Explain your reasoning.