- Review and update equal opportunity and harassment policies. For example, policies should make it clear that less favourable treatment, harassment or victimisation of another employee in connection with their beliefs (whether religious, philosophical or otherwise) is unacceptable.
- Ensure that equal opportunities training covers issues such as religious and philosophical beliefs and why it is unacceptable for an employee to be subjected to less favourable treatment or harassment or victimisation, on the grounds of those beliefs. The training should ensure that staff are fully aware that it is not just religious beliefs which are protected under the regulations, but other strongly held views as well. What one person regards as friendly banter about someone else’s views, may be regarded by that other person as harassment on the grounds of their philosophical beliefs.