Employers have higher priorities than faith

Kaushar Tai would have us believe that organisations have a legislative and moral duty to learn about Shariah law (‘A matter of belief’, Personnel Today, 23 September).

But then, he would say that, wouldn’t he? He is, after all, a diversity consultant and director of Education Islam, which – funnily enough – ‘runs courses for employers about the Muslim faith’.

But why should employers learn about a faith at all? Surely, the priorities of employers should be to concentrate on good employment practices and, above all, to make sure their company does not go out of business.

Learning about any religion should be an individual choice. Organisations that employ people should comply with employment law (the real law that is, and not a religious interpretation of it) and go about the business of doing business. Shariah law is, like Christian dogma, something best kept out of the workplace.

Having said that, presumably Personnel Today will be running features on how to integrate the Talmud into maternity policies, or how to embrace Church of England hypocrisy on homosexuals and women in the workplace.

Ed Houston, details supplied



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