Extracts from Parliamentary Proceedings - March 15

Rushanara Ali (Bethnal Green and Bow) (Lab): The Minister will appreciate how distressing the ruling is, not only for British Muslim women who choose to wear the hijab but for many other faith communities. She will be aware that G4S, the British company involved, has form. It presided over a shambolic temporary jobs arrangement during the Olympics, when the British Army had to be brought in. First, will G4S’s Government contracts be reviewed, because what it has done is unacceptable and un-British? Secondly, once the Government have worked with the EHRC to reform the guidance, will the Minister report to Parliament to reassure us that, as Members on both sides of the House have stated, British values, which are distinct from the ruling, are upheld, and that the right of women to wear what they wish to wear in the workplace, within reason and with reasonable accommodation, is upheld?

Yasmin Qureshi (Bolton South East) (Lab): A person’s ability to do 99.9% of jobs, including that of security guard, is not affected by whether they wear a skull cap, headscarf, turban, cross, mangalsutra or tilaka. Can this ECJ judgment be rejected in domestic law to prevent confusion among employers about its having any bearing on this country? As G4S receives public funding and is discriminating against people, can its contract be reviewed?

Helen Goodman (Bishop Auckland) (Lab): When I was married, as part of the service my husband gave me a ring. We all know that that is culturally loaded. Wedding rings are allowed, but headscarves on young Muslim women are a problem. I ask the Minister for the fifth time—unlike the hon. Member for Stafford (Jeremy Lefroy)—what she will do about G4S.

The Parliamentary Under-Secretary of State for Women and Equalities (Caroline Dinenage): Ironically, my husband did the same—I have a ring, too. The hon. Lady makes a valid point, and it is one that we keep under consideration. This is not a domestic issue and it has not happened with G4S in the UK, but we take it very seriously and will keep it in mind when making any decisions.

To read all the exchanges, CLICK HERE

Extract from Lords statement on EU Court of Justice Ruling: Religious Signs

Baroness Gale (Lab): My Lords, I thank the Minister for her Statement. The court ruling, however, raises some real concerns about religious freedom in the workplace, including those of Muslim women who choose to wear the hijab. Although I think the Minister has been quite clear in her Statement, will she say positively that people can express their faith at the workplace, and in a professional manner, as they choose? Can she confirm that the Government believe that preventing women wearing the hijab, as exampled in this case, is simply and unconditionally wrong?

What advice and guidance will the Government give to employers on the court ruling, and will it reinforce the rights of employees in the UK to express their religious freedoms? Finally, will the Minister say what direct communication the Government have had with G4S, the employer in this case? G4S holds a number of government contracts. I hope that she can reinforce with G4S its employees’ rights to wear clothing necessary for their religious practices.

The Minister of State, Home Office (Baroness Williams of Trafford) (Con): As I said in my Statement, and will restate now, we will work with the ECHR to update guidance for employers for dealing with religion or belief in the workplace. As I also said before, and am happy to repeat, indirect discrimination can be lawful or unlawful. It is unlawful where it is neither legitimate nor proportionate. When an employer seeks to justify why it has banned religious symbols or certain items of clothing, it has to point out the legitimacy and proportionality of why it has done so. If that makes it far more difficult for one group of people to be employed, the discriminatory effect of their actions can be called into question.